Organisational Culture — The Key to Employee Engagement.

Employee engagement is essential for an organization’s sustainability, customer engagement, and credibility. Many business leaders believe that an organization’s culture plays a vital role in employees’ engagement, productivity, and performance. According to an article at Entrepreneur magazine noted that a strong culture reduces turnover by as much as 34 percent compared to companies with a culture that is lacking or dysfunctional.

An organization’s culture and employee engagement are interrelated. An organization’s culture influences employees’ behavior. An organization’s culture defines a working structure and gives a better understanding to employees about their role. Employee engagement is the key to uplift their performance, and loyalty at the workplace. Businesses with high employee engagement are 22% more profitable and have 18% higher retention rates.

Ensuring a rich culture and employee engagement is a significant HR and management role. According to research, Increasing your investment in engagement by 10% can increase your profits by $2,400 per employee each year. Every organization has a different culture, it exists either by default or by design. There are various factors that influence culture-building and employee engagement in an organization. In this blog, we will focus on how important culture-building and employee engagement is to lead a successful organization and propel growth.

What is employee engagement?

Employee engagement, as a term, refers to how employees of the organization feel about their jobs. It is considered to be an approach by the organization resulting in the right situations for the employees to perform their best every day, dedicated towards the organization’s values and goals, inspired and motivated to perform better, and enhance a sense of their own well-being. According to research, highly engaged employees are 21% more productive.

A 2018 Dale Carnegie study on employee engagement identified three types of employees: engaged, unengaged, and actively disengaged. Engaged employees work towards the organization’s goals and successfully complete the given task. Unengaged employees do the work for the sake of keeping the job and actively disengaged employees spread negative attitude and energy in the workplace that affects other employees. Seventy-three percent of disengaged employees are actively looking for jobs, compared with 37% of engaged employees.

What is organizational culture?

Organizational culture is basically the design structure of where, when, why, and how work gets done in the organization. It is the combination of organizational values, beliefs, and expectations established by the management and then reinforced in many ways. A 1992 study from Harvard professor John Kotter and co-author James Heskett compared businesses that focused on company culture as a key part of their strategy. Organizational culture defines organizational personality.

Does an organization’s culture even matter?

According to an article at Entrepreneur magazine noted that a strong culture reduces turnover by as much as 34 percent compared to companies with a culture that is lacking or dysfunctional. Culture shapes the organization’s well-being. Many leaders believe that the organization’s culture is an advantage that is completely under the control of management. A positive culture will double the profit, establish the organization’s reputation in the industry, and boost employees’ morale to perform better.

Understand key drivers of employee engagement

Autonomy is the key driver that drives employees’ engagement. This inspires employees to work hard and motivate them to bring ideas and concepts. Different key drivers are feedback, goal support, leader availability, leader integrity, and coworker relationship that can influence employee engagement.

Training can boost organizational culture:

Training programs are a great way to set a cultural standard for the organization, boost employees’ morale, and empower their skills.

After taking training sessions, 65% of companies with strategic, holistic wellbeing and training programs saw improvements in their company cultures.

According to Deloitte’s Global Human Capital Trends 2015, company culture and employee engagement are driving issues for organizations around the world. Global Trainers Academy provides various programs based on transformational training and soft skills development that aids in retaining the workforce, building employees’ engagement, and facilitating positive cultural management. It also provides workplace coaching and mentoring to boost employees’ morale, get an edge on cultural differences, and motivates them to enhance their productivity, creativity while proactively working towards achieving organizational goals!

--

--

--

Global Trainers Academy is a cutting edge digital platform empowering Trainers, Coaches, Mentors & Learners so they can transform the lives of millions

Love podcasts or audiobooks? Learn on the go with our new app.

Recommended from Medium

Great leaders are lifelong learners

Talking About The Crisis: What To Do

Project Managers riding the ’WAVE’

The Why, What, How behind the OneTeamGov in Wales unconference

This is the One Mindset Shift You Need to Become a CEO from Mid Level Manager

Should you lead by giving orders? w/ David Marquet

5 Pearls Of Wisdom On Becoming A Better CEO

Identifying Paradoxical Leadership & How To Avoid It

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
Global Trainers Academy

Global Trainers Academy

Global Trainers Academy is a cutting edge digital platform empowering Trainers, Coaches, Mentors & Learners so they can transform the lives of millions

More from Medium

Corporate Storytelling: Why What and How?

3 Key Tricks I Use To Give Better Presentations at Work

a team gathered around a whiteboard presentation

Let’s Make Discovery Great Again!

Uber Chronicles #23