How would you describe your company culture? Does it truly represent what your organization is about, and above all is it a culture that encourages productivity, engagement and success? Is it a culture your employees are proud to be a part of?
Here’s a great definition of culture: “Culture is the character and personality of your organization. It's what makes your organization unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes.” (ERC HR Insights blog).
Your organization’s culture is its lifeblood pumping through all the parts of your organization. A great culture strengthens your company, and invigorates and inspires your employees. The benefits of a great company culture are obvious. Employees enjoy coming to work and do their best work. People are waiting in line to join your organization and no one wants to leave. Your people buy in to the company’s mission and will do everything they can to ensure its success.
On the other hand, a negative culture can have the opposite effect – adversely affecting or poisoning the way your company operates. Turnover is high and productivity is low. Morale is even lower and communication is non-existent.
An excellent workplace culture must be carefully planned, implemented and cultivated, because if you are not intentional and don’t actively work towards this, you create a cultural void. In this void, a culture will be created for you – and it probably won’t be the one you want.
Recognition is vital to culture
In the recognition world, we speak of creating a “recognition culture.” In this type of environment, people throughout the organization feel appreciated for the work they do, and even more so when they go the extra mile. In this type of workplace, engagement and productivity grow exponentially because they are more likely to have the desire to go above and beyond because they know they are valued and because they are helping the pump the cultural lifeblood of the organization.
Statistics show that recognition can have a tremendous effect on your company’s overall culture:
- The number-one reason most Americans leave their jobs is that they don’t feel appreciated. (Gallup)
- Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover than organizations with ineffective recognition programs. (Bersin by Deloitte)
- 60% of Best-in-Class organizations stated that employee recognition is extremely valuable in driving individual performance. (Aberdeen Group)
- Companies with strategic recognition reported a mean employee turnover rate that is 23.4% lower than retention at companies without any recognition program. (SHRM/Globoforce Employee Recognition Survey, 2012)
- Praise and commendation from managers was rated the top motivator for performance, beating out other noncash and financial incentives, by a majority of workers (67%) (McKinsey Motivating People)
- When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement. (SHRM/Globoforce Employee Recognition Survey, 2012)
How would you describe your company culture? How would your employees describe it? Is it aligned with your company mission and goals? Is it working? Is there a void waiting to be filled? What changes can be made to create the type of culture you want? If it’s not working, it’s time to step back and assess and make some corrections. Take action and make a plan – and for the best results, make sure to include recognition as a major part of creating a culture that works.