O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a navegar o site, você aceita o uso de cookies. Leia nosso Contrato do Usuário e nossa Política de Privacidade.
O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a utilizar o site, você aceita o uso de cookies. Leia nossa Política de Privacidade e nosso Contrato do Usuário para obter mais detalhes.
A Scribd passará a dirigir o SlideShare em 1 de dezembro de 2020A partir desta data, a Scribd passará a gerenciar sua conta do SlideShare e qualquer conteúdo que você possa ter na plataforma. Além disso, serão aplicados os Termos gerais de uso e a Política de Privacidade da Scribd. Se prefira sair da plataforma, por favor, encerre sua conta do SlideShare. Saiba mais.
Google, which is renowned for its attention to culture, has a near 0% turnover rate and gets an estimated 7,000
unsolicited applications for jobs every day.
HR leaders encounter a lot of advice about how to manage culture—to increase engagement, decrease turnover, and drive recruitment. But when it comes to creating a culture employees love and don’t want to leave, employee happiness is the metric that really matters.
11. How to build a killer culture - The Science of Happiness - Whitepaper
WHAT IS A CULTURE?
A great culture can make the critical
difference between organizational
success and dismal failure.
It impacts just about every business
metric, From customer service to
productivity to profitability.
It is the key to retention.
It is the key to recruitment.
Every Company – whether it
is trying to build one or not
– has a Culture.
Stay twice as long in their jobs as their least happy colleagues
Believe they are achieving their potential 2x as much
Spend 65% more time feeling energized
Are 58% more likely to go out of the way to help their
Identify 98% more strongly with the values of their organization
Great culture and happy employees
are often equated with innovation and risk-
taking and gobs of money to spend.
These universal drivers of employee
happiness fall into three categories:
alignment, positivity, and progress.
Everything employees need—and everything
you need to build a great culture that will
attract and keep the best talent—rolls up into
one of these three things.
DON'T WORRY. BE HAPPY.
5 Ways to Build
Pay closer attention to job-
Fire people who don’t fit your
Help employees find greater
meaning in your values
Show workers how your
company fits into a bigger
Cultivate more trust and
flexibility into your policies
GET INTO ALIGNMENT
Keep the Wheels of
Progress in Motion
Set clear, measurable and achievable organizational
Show employees how they fit into the bigger picture
Offer training for mastery of new and existing skills
Reward excellence and effort
Employee happiness is not a cakewalk.
A strategic recognition program is a great
start on achieving all three of
these objectives—offering a way for
employees to better understand and
practice company values, offer continuous
positive feedback, appreciate and
be appreciated and a way to be rewarded for
the progress they make toward
HOW TO GET ROLLING
AN OD & MANAGEMENT ADVISORY