5 Steps for Building an Ideal Company culture (and what to watch out for!)

1. 5 Steps for Building an Ideal Company Culture (And what to watch out for!)

2. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com 5 Steps for Building an Ideal Company Culture (And what to watch out for!) • Introduction • Why culture 5 Steps: 1. Define core values 2. Listen to your employees and let them shape the rest 3. Start from the top down 4. Communicate/Be transparent 5. Embed values into development and engagement measurements Things to Watch Out For • Remote workers • Toxic employees Conclusion/Thanks

3. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Meet our Presenters Ivan Hurtt Strategic HR Evangelist Benjamin Granger, Ph.D. Principal Consultant, Org Behavior

4. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com What is Culture? Employees’ shared assumptions and norms about the organization as well as the tangible aspects of the work environment that influence and reflect these beliefs. • Company leadership (top-down) • Core values of the organization • Vision & strategy of the organization Ideal culture driven by: • Can vary across business units, departments & locations • Can be incompatible (even contradictory) with the ideal culture Actual culture(s)

5. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Why does Culture Matter? 2. Companies that proactively manage culture demonstrate revenue growth over a 10-year period that is, on average, 516% higher than those who do not. 3. For example, organizations that actively manage their cultures typically have 30% higher levels of innovation and 40% higher levels of retention 1. Nearly 9 out of 10 executives surveyed cited culture as important yet only 12% of companies believe they understand their culture.

6. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Building a Company Culture

7. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com

11. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Listen to Your Employees Employees’ shared assumptions and norms about the organization as well as the tangible aspects of the work environment that influence and reflect these beliefs. • Survey the workforce or a representative sample of the workforce • Be prepared to look at data by business unit, department and location • Conduct focus groups with a range of units / locations Ideal culture • How do employees describe (in their own words) the culture of their unit and the org. • Ask employees to rate their uAsk employees whether they are aware of the ideal cultural values • nits and the org on the ideal cultural values • Ask employees to explain what can / should be done to promote each cultural value Survey quick tips

12. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Listen to Your Employees

13. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Top Down

14. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com When Leaders are Transparent • Problems are solved faster • Better team dynamics • Authentic relationships • Team promotes Trust in Leadership • Higher levels of performance, recruitment and retention achieved

15. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Understanding Actual Culture(s) Use both quantitative and qualitative data to understand the actual culture(s) across the organization and how they differ from the ideal culture. • Are employees aware of the ideal culture? • How do employees rate their unit on the ideal cultural values? • How do employees rate the organization on the ideal cultural values? Quantitative • How do employees describe the culture of their unit? • How do employees describe the culture of the organization as a whole? • How do these differ from the ideal culture? • Are there different sub-cultures across the organization and where do they exist? • What do employees think the organization can do to promote culture? Qualitative / verbatims

16. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Driving the Ideal Culture: Manager 360s One of the best ways to continuously measure managers is with 360 degree feedback assessments. • No more than 50-60 total items • Organize behavioral items into competencies • Ask open-ended questions for each competency • Anchor all response options 360 quick tips • Frame 360s as a “development only” activity o 3-5 subordinates, 3-5 peers, 1 Direct Manager, 3-5 internal / external customers (Optional) • Managers should be rated on how well / often they display each critical behavior outlined in the leadership competency model • Evaluators should provide actionable feedback to the manager on ways she / he can improve • Have managers complete a self-assessment

17. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com • The final hurdle to changing your culture is engaging your employees to promote the culture every day in their jobs. • Beyond the steps already mentioned, it’s critical to provide employees an outlet to express their thoughts, concerns, and suggestions. Driving the Ideal Culture: Employees

18. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com • Regular employee engagement and / or pulse surveys across the organization o Have employees rate their units and the organization as a whole on the cultural values o Have employees provide suggestions for ways to better promote the culture • Share the results of every engagement or pulse survey with the workforce o Results email, newsletter, town hall meetings, quarterly webinar, posters in locations with highlights • Hold employees accountable for taking personal action to help drive culture Driving the Ideal Culture: Employees

19. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Driving the Ideal Culture: Employees Personal action plans may sound daunting but they can be quick, easy, and extremely valuable. Example Personal Action Plan • After each work day, take 2 minutes to reflect on the following questions o Did I do my best to find meaning in my work? o Did I do my best to be engaged in my job? o Did I do my best to build positive relationships with my coworkers? o Did I do my best to build positive relationships with my customers? • After each work week, take 5 minutes to reflect on the following questions o What could I have done better to find meaning in my work? o What could I have done better to be engaged in my job? o What could I have done better to build positive relationships with my coworkers? o What could I have done better to build positive relationships with customers? Provide employees with example action plans that they can engage in on a regular basis (daily, weekly) Encourage employees to tweak these and make them their own Encourage employees to use technology to support their action plan(s)

20. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Dealing with Toxic Employees DO • Talk to the person to try to understand what’s causing the behavior • Give concrete, specific feedback and offer the opportunity to change DON’T • Bring the situation up with your other team members. Allow them to mention it first and then provide suggestions. • Try to fire the person unless you’ve documented the behavior, its impact, and your response. • Get so wrapped up in handling the issue that you ignore more important work and responsibilities. • Look for ways to minimize interactions between the toxic employee and the rest of your team.

21. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com Managing Remote Workers • Make use of technology • Use video conferencing • More advanced planning • Trust • Manage by objective • High interaction • 360 feedback • Not all personalities work Manager

22. 5 Steps for Building an Ideal Company Culture bamboohr.com Qualtrics.com High Output Remote Workers Checklist 1. Find the right fit 2. Make communication king 3. Plan your work environment 4. Figure out your energy level and when are you most productive 5. Know what your company needs Employee

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