Hurraaah, we graduated

?Want to make it to the next level? Focus on Culture

?Let’s be honest. We all want that diploma on the wall. That trophy to be proud of, the confirmation that the crew is content.

That moment to remember for the rest of your days. This is your achievement, your legacy. The culture you established, and will be remembered by. Not the profits the company made. Your employees won’t remember the sales and bottom-line profits for one year. Most have probably left already. They don’t care, as long as they get their bonuses and salary in time. As they demand more. Next to decent remuneration, they demand a great workplace where trust, development, and learning are masters. A place where they can grow, feel safe, and feel cared for.

?What was that diploma again?

?Well, there are different ones, but the most well-known are:

-????? Great Place to Work and

-????? Glassdoor, Best Place to Work

(Check out the article by Sem Elsley for more organizations)

I remember how proud we felt of the ranking on the DJSI (Dow Jones Sustainability Index). As if we had won the World Cup. This was more than sales and profits. This was something you could tell your family about. Your family doesn’t care about your new sales record or great profits, they have no clue what you’re talking about. But turning your company into a great workplace, yes, they will tell others about it.

What makes your workplace a Great Place to Work? (Article from SHIFT of March 8, 2021)

The Seven Essential Qualities of a Great Place to Work:

?1. A Culture of Care Employees in a high-trust culture, who believe they’re part of a caring workplace, are also?44 percent more likely to work for a company with above-average revenue?growth.

2. Promote Clear Definitions of Success What does success look like in a certain role? What are the clear indicators of company success? What skills can help you become more successful?

3. Leaders That Embrace a “Compass” Identity Your leadership team should take a uniform stance that is clearly communicated and accessible to employees. Institute open-door policies, regularly sync as an organization (all hands, town hall meetings, etc.), and identify an authentic and consistent shared vision. Leaders should act as a compass and position their employees for what’s ahead.

4. Flexibility Employees’ lives are no longer dictated by the hands of the clock, the ability to embrace flexible work schedules and choose to work remotely is critical. With the advancements in technology, historic limitations to a flexible work environment have quickly dissipated.

5.?Encourage an Intrapreneurial Mindset Give employees the freedom to chart their own course within your organization. Encourage them to speak up when gaps arise or when their passions can breed way to innovation within your business. Let your people’s inherent skills and abilities guide their career path.

6. Robust Non-Compensation Benefits In 2018, approximately?40 percent of employees left within 12 months?of being hired (even though?average salaries peaked?that year). It was the highest first-year turnover rate in eight years. This trend has since dramatically increased to the point where?research suggests more than one in three workers will voluntarily quit by 2023. Here’s the hard truth: today, employees need more than a competitive salary to feel valued at work. They can find that almost anywhere. Comprehensive non-compensation, like regular recognition and strategic perks, are the new pulls for top talent. ?

7.?Stand for Something More This “something more” will show up in your mission, vision, and values. They establish a unified culture that’s driven by a clear understanding of what drives you. Your mission, vision, and values act as a guide and add value to the employee experience while igniting new opportunities for your business. Now ain’t that simple? There’s only one problem. You can’t do it on your own on a Friday afternoon. You need help.

Contact me at www.RJPietersen.com or [email protected]

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