The Impact of Organisational Culture on Employee Engagement - EmployeeConnect HRIS
26777
post-template-default,single,single-post,postid-26777,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-5.6,vc_responsive
organisational culture

The Impact of Organisational Culture on Employee Engagement

The way organisations function these days is very different compared to previous times. Organisations nowadays operate in a transparent manner where every decision and conduct is being monitored quite closely. Social media platforms such as Facebook and LinkedIn are empowering employees by providing them with an easy access to a world of information regarding other organisations and their respective culture across the globe.

Very simply put, the term ‘organisational culture’ entails prevailing values, beliefs, norms, practices, and behaviours in an organisation. It is one of the crucial factors that drive an organisation’s success. If you go by data, 55% of the FTSE 350 companies have noticed a 10% growth in their operating profits driven by their sheer investment in culture. Around 92% of the board members of these organisations believe that by focusing on culture, their financial performance has marginally improved. Organisational culture is governed by operating systems and leaders which thereby help to influence the behaviour and engagement levels of the employees. According to a recent research conducted by Deloitte, culture is one of the most significant business topics that the HR leaders and CEOs have recognised that is believed to be the driving factor behind the innovation, behaviour, customer service and engagement amongst employees. According to the research, employees are at their productive best, and they wish to continue with an organisation when they feel that their personal values are in alignment with that of the organisational culture and values. An unfulfilling and toxic work culture can be a real problem for organisations as it adversely impacts the engagement levels of the employees.

Let’s take a look at some of how organisational culture can help to strengthen and influence the engagement level of employees:

Leaders need to lead by example

An organisational culture usually follows the top-down approach. Hence it is imperative that the leadership of an organisation is strong and capable of generating a positive influence within the system. The beliefs and values practised by the leaders of an organisation act as a major influence on the minds of the employees. Hence, it is all the more significant that the leaders of an organisation demonstrate positive values such as integrity, empowerment, employee well-being, and high performance so that the same values cascade to the lower levels as well. Nothing inspires more to the employees than seeing their leaders lead by example.

Treat your employees as you would treat your customers

At a time when attrition, workforce mobility, and skill shortages are on the rise, there is a higher demand for talented employees. Employees these days have a different perspective regarding their work-life preference, and they are keener to follow their passion and interests. Hence organizations need to be aware of the interests of their employees, understand their preferences and passions and integrate them in their day to day job.

Integrate technology with culture

Organisations have embraced technology for the betterment of their employees, and it is much more likely to keep the employees productive and engaged. You can integrate technology with organisational culture in the following areas:

  • Improving collaboration: With time, a major part of your taskforce is likely to work virtually. Hence, it is but natural for an organisation to start adopting the required technologies to streamline it. Telecommuting is one such trend which is picking up, and it is already a favourite as it reduces the stress level of employees and also boosts the morale of the employees thereby improving their attendance. Organisations these days are also resorting to technical solutions that encouraging employees to work virtually in a much more collaborative manner. For instance,  cloud-based mass storage, file sharing, and project management are helping employees organise their tasks better and also facilitates them to chat in between tasks.
  • Promoting open communication: It is a fact that a healthy and open communication within an organisation will certainly help in making the organisational culture inclusive and more transparent. When you convey essential messages pertaining to layoffs, hikes, restructure etc., succinctly, it reassures the employees and makes them develop confidence in their organisation.
  • Promote Learning via Gamification: When an organisation has a culture that encourages its employees to learn through a variety of modalities, it results in creating a much more engaged and motivated taskforce. When you integrate gamification with training, employee participation rates are higher regarding taking e-learning courses. Gamification also makes the learning experience much more fun for the learners.
  • Encourage peer to peer recognition: One of the main reasons for employees being unhappy at work is lack of recognition. Nowadays, you have smart tools at your disposal which can help in encouraging peer to peer recognition on a regular basis and it will help in boosting the morale of your employees and also promote healthy teamwork.

Create a compelling work environment for your employees

An organisational culture always comprises of both tangible and intangible elements. While it is important to be aware of the intangible elements, you should also care about the tangible aspects. For instance, Google which is highly rated as one of the best places to work is seen to focus a lot on culture and measures a number of factors on a regular basis to understand what makes employees happier and more productive.

Have regard for the well being of your employees

When an organisation has healthy and happy employees, they are likely to be much more engaged. Hence, a lot of organisations these days promote employee wellness programs such as aerobic classes, weight loss challenges, yoga classes, meditation etc which are liked by employees. A couple of organisations have successfully integrated fitness trackers into their respective wellness programs. This helps the employees to meet their individual fitness goals while achieving the corporate health goals.

Organisational culture and employee engagement work hand in hand and they have a crucial role to play in augmenting the business performance of an organisation. The culture of organisation offers a window into how well the organisation is functioning. It can also be used to predict growth and profitability. Nowadays a lot of new tools are emerging in the market to empower organisations to carry out culture assessment. These new tools help the organisations to monitor the employee sentiment on a regular basis and take necessary actions to address any prevailing gaps.