Corporate Culture has been said to be the best Employer Value Proposition Strategy yet.
While a lot of Organizations miss the point on what makes a great culture, very few have been able to find a connection and balance between what makes a great culture for an Employee and what does the same for an Employer.
Here are ten (10) questions to ask about your Corporate Culture:
How Competitive Are Our People?
Definitely one of the most important corporate culture questions to ask. How competitive is your work environment? How competitive are your people (even among each other)?
What systems are in place that encourage healthy competition among your employees? Does the competition reflect positively on your employees’ performance?
How do We Help Our People Learn?
You simply want to know if you have a Learning Culture in your Organization. And what is the strength of your learning culture; as it reflects on practices and results.
What practices, processes and even technology is in place that encourages learning (both professional and personal learning) among your employees? Does your learning culture reflect positively on your Employees; in terms of their independent quest to seek out new skill/knowledge and on their overall performance?
To What Extent is Our Regulatory Compliance Adhered To?
You want to know first if your policies and regulations are very precise and clearly communicated to your Employees. You also want to know how strong and controlling your policies and regulations are.
Are your employees aware of such policies and regulations? How embracing are they of the rules? Are your regulations too rigid or too loose? How sound is the cost for non-compliance?
How Are Our Periodic Goals Being Achieved and Measured?
How clear is your vision and mission? Are your goals cascaded well enough and assigned to the right talents? How are you able to build and use unique teams/talents for each strategic goal?
What parameters and processes do you use to measure and monitor expectations? And how effective is your tracking system?
What Makes Our People Motivated To Work?
Of Course we are referring to your compensation and benefits plan here. How are you able to develop benefits schemes that actually fit your individual employee lifestyle and need?
Also importantly, how efficient are your work systems and processes; are they bureaucratic or flexible? Does it allow for easy flow of work operations for your employees?
Of What Use Are We To Our Community?
Do you care about your immediate Community and how do you encourage your employees to express their humanity?
How targeted are your Corporate Social Responsibility (CSR) Activities? And how are you recognized in your community?
What Measure Is There That Protects Our People and Business?
Is there a practice (among your people) for “watching each others’ back”? and “looking over Company’s Resources”?
How protective is your Whistle-blowing policy? Also how embracing is your Management of employee reports?
How Are Our People Able To Manage Both Work & Personal Demands?
Are your employees able to balance work life and personal life? How present/engaged are they during work hours?
Do you have a Paid Time Off (PTO) Policy? Is your Leadership team approving of healthy work hours and entitled vacations?
How Transparent Is Our System and Leadership?
Office Politics! Granted, office politics are unavoidable, with far reaching effects on systems and unconcerned employees.
Are your people able to play office politics without playing dirty? Are systems and people negatively affected by your office politics?
How Are Our People's Reports and Concerns Handled?
Are your employees free to express their work and even personal concerns? What processes and provisions are in place that cater for your employees’ concerns and report?
Are grievances and conflicts resolved fairly? How efficient is your process for conflict and grievance resolution?
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