A company’s work culture plays an important part in attracting top candidates. In fact, Glassdoor’s Mission & Culture Survey 2019 found that over 77% of those surveyed across four countries (the United States, UK, France, Germany) consider a company’s culture before applying for a job there, and over half of the 5000 respondents said that company culture is more important than salary when it comes to job satisfaction.
Why Work Culture Matters
Perhaps no other aspect of the workplace can affect so many factors like work culture, and this includes your ability to attract top talent. Given this, it is important to have a clear understanding of how work culture affects the workplace, and how to achieve a positive work environment for your business.
Work culture affects morale. It can make the difference between someone looking forward to their job, or someone calling in “sick” simply because they can’t bear to show up. Work culture says, “this is our company, and this is what matters”. If the work culture is positive, the morale of employees will speak positively about the company.
Consider these reviews on Glassdoor:
“Good culture, great product, great teamwork” (in 44 reviews)
“Excellent work environment and culture” (in 255 reviews)
The opposite is true for negative culture and it’s much more likely disgruntled employees will take the time to review the company online.
“No one works there long, low pay, no payout of the bonus system, management not sure what they want, no clear direction, constant pressure to control things, not within your control, no clear guidance or positive reinforcement, never told of a job well done, management only looks for negatives, Ideas and opinions are not welcome even when asked.”
“Very little communication between production and management, policies tend to change abruptly.”
To improve work culture, focus less on the numbers, and focus more on the people. Instead of asking, “how much is going out? How much is being made? How many are being manufactured?”, you should ask “who is being touched by the work we do? Who is here to help realize the vision of the company? Who is my team member and how can I make them feel valued?”
When the work culture shifts from a focus on numbers to a focus on people, employees notice and morale drastically rises as they are able to be part of a company that truly values people.
As morale is improved in the work culture, you’ll find that productivity also improves. This may seem backward, but focusing on people can improve the bottom line. As employees begin to take pride in the company they work for, and as they feel valued, they naturally pour more of themselves into that company. A proper work culture carries a tone of “let’s get this done, and let’s do it well”. The work culture, if nurtured and developed, can improve productivity.
Studies have shown a link between positive corporate culture and business results. Over an eleven-year period, John P. Kotter, the author of the book, Corporate Culture and Performance tracked performance metrics for 32 firms (12 with strong corporate cultures, and 20 without). The average revenue growth for firms with a strong corporate culture was 682%, in contrast to those without at 166%.
If a company has a great work culture, employees naturally want to stick around. Some companies cry that it is impossible to find good help and that they can’t hold onto the good workers they find. Many companies have shockingly high turnover rates and seem to have no understanding as to why. Work culture is the key factor.
A Columbia University study shows that the likelihood of job turnover at an organization with high company culture is a mere 13.9 percent, whereas the probability of job turnover in low company cultures is 48.4 percent.
Many employees who quit their job say it’s because of who they work for. Not pay, not commute, but their boss. It is a manager’s responsibility to set and facilitate the culture in the workplace. If given due attention, it will inevitably help lower the turnover rate.
4. Safety/Quality Assurance
Worker safety and quality of work are also a product of the company culture. If the mindset of the team is “let’s do the best we can”, then each individual will naturally focus on doing a good job and doing it carefully, regardless of the type of work. The opposite is true, however. If the mindset of the team is “let’s get as much done as possible”, then corners will be cut, safety issues will arise, and mistakes will be made.
Many companies focus on quantity and quality as a secondary consideration. However, if the quality was of primary importance, then attention to detail and proper methods would be ingrained in employees during training.
“A safety-friendly corporate culture exists when the tacit assumptions, beliefs, values, attitudes, expectations, and behaviors that are widely shared and accepted in an organization support the establishment and maintenance of a healthy and safe work environment: an environment which, in turn, supports peak performance, continual improvement, and maximum competitiveness.” – Dr. David L. Goetsch, author, Occupational Safety And Health For Technologists Engineers And Managers
5. Team vs Individual
Some companies have employees who punch in, talk to as few people as possible, and punch out. Other companies have employees who huddle together over lunch, chat in the parking lot, and even get together over the weekend (or participate in Zoom happy hours after a day of remote working).
What’s the difference? It’s the work culture. Work culture manifests itself into either an “I” or a “we” mentality. Employees who are a part of a “we” mentality often view the coworkers as a second family. They enjoy time together, see each other on their best and worst days, and encourage each other to do the best they can day after day. They move forward as a unified team. Those with an “I” mentality often feel that they are unimportant to others. All that matters is hitting their goal or quota. This mentality causes burnout, depression, and dissatisfaction with the workplace.
Teamwork is not something you can demand, nor does it happen by accident. You have to facilitate it. You have to create a company culture where people feel free to express their ideas (good or bad) and where individuals, or even departments, don’t feel siloed from the rest of the company.
Work culture matters. After all, individuals make up a company, and if they don’t feel valued, or know exactly what’s important to the company, how can they give their best? It’s important to understand that work culture is going to affect the company in several ways, and it’s up to the leaders to help facilitate and establish the proper culture.
Here are some immediate ways you can help improve your work culture.
- Poll employees on what improvements they would like to see in the company.
- Ask employees what it would take for them to feel valued and appreciated.
- Request feedback as to whether the culture where they currently work is better or worse than previous employers. Why or why not?
- Take an honest look at the turnover rate. If it’s high, figure out what the leading factor is.
- Look for ways to implement appropriate changes based on the feedback you receive.
How Can TechBridge Help?
Our goal is to bridge the gap between business and employee, matching qualified workers with the companies who need them. We are a full-service staffing and recruiting company that specializes in IT developers with experience in Adobe, Salesforce, Sitecore, and Magento. Whether you are looking for direct-hires, temp-to-hire, or managed partner solutions, we have the top talent you need.
Contact us today and let us bridge the connection between you and the right people for your project.