Nov 6 Posted 3 years ago
Great post Maggie!
Especially like #5. We listened to our employees about 6 years ago. The top future leaders were 24 and 25 years old. They said if we didn't change they were leaving. They wanted to switch from command and control to an employee generated culture statement. My two brothers/partners agreed to this. One member from each team met in the conference room and created out culture statement.
We keep the culture alive by stating it before every meeting of 3 people or more. One person recites one line or piece of the statement. Now it is deeply embedded in us. We hire and fire according to the culture. We hire and fire clients and vendors according to the clients.
As per your #1, we enter "Best Places to Work" contests to benchmark our culture growth.
Your #2 is critical. Everyone has 60,000 thoughts a day, but are your staff's work related thoughts the truth or what they think is the truth.
We practice open book management in the Great Game of Business model. This is taken from the book by the same name authored by Jack Stack and Bo Burlingham. Everyone in our company owns a line from the P & L statement. We meet weekly to fill out a white board on an ops room wall. Everyone knows by the end of the session how the organization is doing, and more importantly, how they will benefit.
Another step we took is elminating management and creating a platform of leaders. Effectively designed and measured systems and processes helped this step. This elminates the manager giving orders because everyone knows what should be done. It allows leaders to encourage, help and reward.
We instituted a comprehensive recognition and rewards system. This rewards the individual for their own merit and not solely for their work for the organization.
These are steps we found helped drive employee engagement to 98%.
A great book to read is It's My Company Too! How Entangled Companies Move Beyond Employee Engagement For Remarkable Results.
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