Today's HR Leaders Are Custodians of Driving Culture in An Organisation

The HR role has evolved from the traditional operational role to a more strategic one, from employee engagement to employee experience. HR personnel now work alongside the leadership team to influence and direct employee experience, organization culture and reshaping of the organization structure. It is imperative to spend time thinking about why the culture of your company is the way it is, and whether there is a need for change.

Culture plays a major role in any organisation-

As per Gartner statistics, the impact culture can deliver on business outcomes is with better alignment can increase employee performance by up to 22%.

A company's culture profoundly influences whether a particular organization is able to attract the right talent or not and whether high performers feel enticed to stick around.

Culture is best defined as the set of right attitude, values, behaviors and practices that are consistent and gives a unique identity to the organisation. Here at Sankey, we have documented and defined the desired attitudes and values at one level and translated them into observable behavior traits and practices. This approach makes it easy for employees to align to the organization’s expectations and also for the leaders to mentor them, as required. For example, one of the core values at Sankey is curiosity, then the corresponding observable behavior trait would be asking questions.

Here at Sankey, we also believe that the right talent is a blend of two factors: 1. Right attitude 2. Right Technical aptitude.

The above diagram represent that we emphasize and hire people with a combination of high attitude and high technical aptitude. The Green card here represents the individuals hired with a positive approach to work, highly intelligent, aspirational, proactive in communication and are passionate about technology.

We call such individuals “Associates” of Sankey and not just employees. And, Associates with the right mindset help us build and sustain this unique Sankey culture.

How do we make sure that our top performers keep performing at a high level on a consistent basis?

Companies with winning organisational culture have high employee engagement. Employee need to be passionate about working on exciting projects in the technology domain, get motivated by hurdles and align their priorities with work. These employees build solution mindset, experimental mindset and are highly aspirational to contribute towards the growth of the organisation.

At Sankey, we have like-minded people who are ambitious and aligned to the organisation’s goals. A win-win culture encourages employees to build a strong connection with their peers, organisation and role, enhancing their work experience and increasing their engagement.

Behavior + Learning + Attitude= Recipe for career success

Introduction and importance of the culture to New joiner in the organisation

A Culture defines the proper way to behave within the organization which consists of shared beliefs and values established by leaders and then communicated and reinforced through various methods, ultimately shaping employee perceptions, behaviors and understanding.

We at Sankey Solutions continuously observe the behavioral pattern in the team and have meaningful conversations with employees to know their perception and also highlight the values that the company strongly believes in.

We are passionate about creating a learning culture at Sankey Solutions. We encourage our new joiners to invest some time to truly understand what makes Sankey special and bring along the magic that will help us amplify, adapt and sustain the culture as we grow the company.

We are always working towards empowering our employees through creating a learning and growing environment which in turn helps us build a unique culture. Our learning culture is a collection of our values, practices and processes. These conventions encourage employees and the organization to develop knowledge and competence.

 "Great organizations don’t see people as a commodity to be managed to help grow their money, they think of money as a commodity to be managed to help grow their people."