CHICAGO–What makes for an exceptional workplace culture?
According to research conducted by Gallup, “The world's best organizations don't simply promise a great employee experience; they create a culture of engagement in which employees can continuously develop and thrive. Leaders at these world-class organizations treat their workplace culture as a powerful competitive differentiator. They set the tone for their desired culture, communicating consistently and holding managers accountable for team engagement and performance.”
As part of its research, Gallup awarded 39 organizations its Gallup Great Workplace Award for 2018. Writing on Forbes.com, Christine Comaford asked just what did these organizations do that placed them at the top?
“They created outstanding workplace cultures. How did they do this? By discovering what their people craved, assessing their current culture and implementing a GAME plan,” wrote Comaford. “These three steps create alignment, foster communication, focus on strengths and leverage trust. Let’s dive in so you can have an exceptional organization.”
Step 1. What Do Your People Crave?
Comaford noted that a curated report prepared by the Center For Women and Business at Bentley University researched the impact of multi-generations on the workplace. “This report helped us learn what each of these groups wants and need to perform at optimal levels.”
The report found:
The Silent Generation
- Values recognition for their contribution
- Values incentives that help them plan for the future
- Is dedicated to their employer and respect to authority
Baby Boomers
- Have a distrust of authority and value team interaction
- Prefer verbal communication and are social
- Are loyal and have an affinity for hard work
Generation X
- Appreciate well-defined and measurable goals
- Prefer direct and timely feedback
- Seek a work environment that is exciting, challenging and meaningful
Millennials
- Want coaches, not bosses
- Want to develop their strengths and not fix their weaknesses
- Believe it’s not just their job – it’s their life
Generation Z
- Money and job security are their top motivators
- Want instant feedback, want to be mentored in an environment where they can advance quickly
- Are competitive and knowing how they can advance is pivotal
“Giving your team what they need to excel all comes down to safety, belonging, mattering,” wrote Comaford. To achieve that, she noted:
- Benefits programs create safety
- Tribal rituals and celebrations create belonging
- Recognition programs like Rock Stars and High Fives create feelings of mattering
- Individual Development Plans create mattering plus
- Thoughtful, value-based onboarding processes affect a combo pack of all three
Step 2. Assess Your Culture
Comaford said that assessing who needs what (safety, belonging, mattering) can be done by asking the team to participate in a SBM Index. In that exercise, team members rank the below 10 questions to assess the level of safety, belonging and mattering in a company or credit union’s culture.
“Since there are 10 it’s easiest to give each answer a score of 1-10 (where 1=low and 10=high),” she wrote. “This way you’ll get a total score that you can measure and watch improve as you strengthen your cultural programs. And the higher the score, the better the engagement.”
The 10 questions:
1. It’s safe to try new approaches, to innovate, to share my ideas at work
2. I trust my team members and colleagues to support my and the company’s success
3. I feel emotionally and physically safe at work—in the environment, with the tools provided, with my colleagues
4. I am motivated by my company’s mission, vision, values
5. I receive acknowledgment and appreciation at work
6. When I make a mistake I am corrected with respect and the desire to help me improve
7. I have a career development path that my leader continuously supports me in
8.I understand the expectations of me and my performance
9.I feel I matter to my leader and the company—I am making a difference here
10. I would recommend a friend to work here
“Be sure to have a comments section for each statement. This is where some of the greatest gold will show up!” said Comaford.
Step 3. Create A Cultural GAME Plan From Your Results
“The best way to create an exceptional workplace culture is by implementing a GAME plan,” according to Comaford.
GAME, she said, stands for:
Growth. “Are you helping your team to aspire to greater knowledge and capabilities? Individual Development Plans, Leadership Lunches, Annual Learning Plans all help. Do you have them?”
Appreciation. “How are helping your team to feel appreciated and valued? Do you use High 5s, Rock Star, Weekly Wins, Friday Toasts?”
Measurement. “Are you ensuring your team performs and understands your expectations? Do you have accountability structures, feedback, performance reviews, engagement surveys?
Engagement. “Are you helping to keep everyone’s hearts and minds focused on how much they love your organization? Do you have a solid Mission Vision Values, “Coffee w/CEO” program, company contests, Visual-Auditory-Kinesthetic goals (goals that you show people the progress on, talk about, anchor in an activity?”
“A GAME plan is essential to provide the most fulfilling work experience, which will yield the happiest and most committed, productive, loyal, long-term, constantly evolving team members,” said Comaford. “You, your team and your organization deserve this. The result of implementing these three steps? A highly engaged culture and an exceptional organization.”