The culture, values and level of employee engagement within an organisation are widely acknowledged as having key influences on its performance and effectiveness. These influences can be both positive and negative, and may impact on both harder quantitative aspects of organisational performance (e.g. productivity, profitability) and softer qualitative aspects (e.g. staff morale, motivation and team work).
It has also been suggested that the most effective business leaders are those who pay attention not only to what a company does in terms of its operations, but also to how it does it. Additionally, the impact of an organisation's culture, values, and engagement often extends beyond those who work directly for it - for example, it can also impact on customers, suppliers and prospective recruits.
An organisation's culture, values, and engagement will therefore have a crucial impact on the way it operates. It influences what behaviours are rewarded, how people work together and how decisions are made. Managers need to have access to accurate, reliable and comprehensive information about their organisation's perceived culture and values and to act promptly yet sensitively to deal with the implications that follow.
It is not until you have identified your organisation's strengths and development needs that you can create an effective solution that will form a solid foundation for the future. Culture & Engagement provides you with the foundation stone for change in your organisation, and is a real catalyst for improving business performance.
Clarity of Vision
The awareness of the aims and objectives of the organisation, and how it means to reach them.
The enthusiasm for working at the organisation, and willingness to contribute to its success.
Learning From Mistakes
The ability for an organisation to learn from its mistakes and take steps to avoid repeating them.
This section shows how much your employees understand what it means to work for your organisation and actively promote its ideals.
The extent to which people feel the organisation has a helpful and effective policy on wellbeing and supports its employees in this respect.
How engaging the organisation is to work for as a whole in the opinion of its employees, together with their views on how it treats others.
The emphasis on colleagues being honest, open, trusting and fair with each other.
The encouragement within an organisation for people to co-operate and work together.
The importance placed on customers and their needs by an organisation.
The recognition and respect for individuality and diversity within an organisation.
The emphasis on training staff and encouraging them to learn new skills.
The degree of wellbeing experienced by the people who work for the organisation and how much they minimise their levels of stress.
How engaged people feel working for the organisation and how much they are inspired by doing so.
The maintenance of high work standards, eliminating faults and improvement of procedures.
The encouragement of new ideas and approaches, original thinking and creativity.
The weight an organisation places on performance, profit, commercial success and growth.
The freedom of colleagues to work in their own way, take the initiative and implement their ideas.
This section shows how much your employees feel that they get regular feedback on their performance and understand how their role contributes to success.