Delivering a culture where staff are able to give their best each day, committed to the business’ goals and motivated to educate themselves and others is a hard task. Furthermore, scaling a culture as the business grows and adapts is challenging, and proving a return-on-investment for cultural programmes can be tough.
But providing a positive environment for employees can result in lower departures, absences reducing, conflicts going down and productivity increasing. Although, with companies often spanning multiple departments, seniority levels and even physical locations, it can be problematic understanding what areas need improvement and then deploying change.
Creditplus implemented the Even Better Place to Work solution to measure the company-wide culture and take actionable steps to improve.
Lettisha Dolati, HR Manager, remarked that “the way we work is continuously evolving. We are moving to a more efficient way of working, gradually using technology and digital products to assist with various tasks. It’s now more vital than ever to encourage authentic conversations to address the needs of the workplace.”
Conventionally, employee engagement surveys have gathered a large dataset but actually reduced the level of communication between management and colleagues as the feedback delivered is staid. Employees are increasingly looking for engagement through culture and a sense of purpose, and vertical engagement needs to move to meet these demands.
“We have deployed an interactive way to measure engagement.” said Head of Operations, Tracy Trew. As a diagnostic tool, Even Better Place to Work (or B2PW) tasks colleagues with completing an online survey, with topics ranging from Openness and Feedback, to Ownership and Motivation.
Once completed the results are displayed on a heatmap graph, giving employees the ability to compare their answers with averages for their department and the company as a whole. Lettisha pointed out that, “these exercises are a fun way of taking a deep dive into the needs of employees and also allows them to see opportunities to help themselves and others.”
In addition to the self-diagnosis and analysis, key stakeholders from the company can interrogate the data and make suitable arrangements to combat problematic culture issues. “Keeping employees engaged in day-to-day work as well as the long-term ambitions of the company are paramount to productivity and overall happiness of the workforce. The B2PW online survey provided a great base to now host workshops and encourage discussions.” observed Tracy Trew.