When recognition is a daily occurrence, employees express themselves freely, and all team members feel that they belong, your company can tell that its culture is a major strength. Find out how to create this potent cultural mix at your company by prioritizing these five elements of a great organizational culture.
Recognition
Work to instill a culture of frequent monetary and social recognition from the top down and the bottom up
- Recognizing behaviors that align with culture you want to see is another great tactic
- Adopt an employee recognition platform that allows all team members to interact with each others’ recognitions and award redeemable reward points
Leadership
If your employees believe in their managers and your company’s leadership, you are set up for success
Belonging
Organizations prioritize the five pillars of belonging by making employees feel welcomed, known, included, supported, and connected
- Welcoming employees requires an amazing onboarding process coupled with aligning new employees with your culture
- Diversity, equity, and inclusion (DEI) is a priority
- Creating employee resource groups (ERGs) is an important part of supporting DEI
- When employees are empowered to do their best work, recognized for it, and coached rather than micromanaged, they can’t help but feel supported
Values
Strive to make company values a core part of organizational culture
- Lay out the values of your company and encourage team members to live those values every day
- Training leaders and managers on how to exhibit company values in their actions consistently will ensure that other team members follow suit
Make culture a priority at your company
With continuous effort, your organization can make its culture a major strength that attracts great talent and drives business success.
- Look for solutions like the Achievers Employee Experience Platform that focus on the pillars successful cultures are built on
- Start building the elements of a great organizational culture today with a free demo
Employee voice
Ensure managers know how to encourage and accept feedback from employees while also providing confidential channels for anonymous feedback
