A One-Year Difference

Well hey there, it’s great to see you here for another Culture Junky LinkedIn Exclusive as we wrap up our week. I hope this week has been a great one for you and your team members as we make our way through the week and onto the weekend.

Before we do that, however, I wanted to take some time to discuss your organizational culture, so suit up, strap in, and let’s hit the road.

I wanted to wrap this week up by building on my recent Culture Junky weekly blog. If you haven’t read it already, you can do so at TheCultureJunky.com/blog. In it, I wrote about the importance of engagement.

For those of you who have already read it, feel free to skip ahead to the next paragraph, but for those who haven’t, let me quickly summarize by saying that engagement is a hard metric to measure because it’s not as cut and dry as something like turnover. In the weekly blog I wrote about how companies need to have a way to get feedback regarding engagement so that there’s an efficient way to measure it.

To build on that, I wanted to use Nissan USA as an example of how things are done right. You see, Nissan USA managed to improve on their numbers in anonymous employee surveys, but they did so in a very systematic and intentional way.

The company implemented a new open door policy that allows employees to go directly to leaders and upper management with anything they need. In addition, they also added in ‘skip level meetings’ with the superiors of their managers so that those at the highest levels of leadership had a direct line of feedback from those who were in the field doing the work.

The difference in responses to their annual anonymous employee survey from one year to the next was remarkable.

So this week, if you missed out on my weekly blog, my challenge to you is to take some inspiration from Nissan USA and figure out how you can get better feedback from your team members.

Think about it, The Culture Junky sure does. Be good to each other out there