In Monday’s Blog (http://www.kubicalaforestconsulting.com/blog/2011/10/the-second-keystone-of-a-talent-gravity-organization/), we introduced Culture as the second keystone in a Talent Gravity Organization and provided some examples of a positive culture and a negative culture.
US Airways offers a credit card where you get 30,000 miles when you sign up and use your card for the first time. Sounds good until you discover that US Airways has one of the worst (26%) miles redemption program in the business. (And miles aren’t banked until you pay a start up fee of $80, which they don’t tell you up front either.) The brand (promise) and the culture (delivery on the promise) don’t line up well. Want to know who has the best: Southwest.
Now if you are an air traveler and have flown US Airways and Southwest, compare and contrast for yourself. Southwest has a great brand, a great culture, and it’s fun to fly. And if you were an employee looking for a job, where would you look first – Southwest. Southwest is rated #1 as the best airline to work for. It’s also profitable and gets a 5 star rating from J.D. Powers and Associates on customer satisfaction.
None of this happens by chance: the stronger the culture the stronger the gravitational attraction for future employees.
So how is your culture? If you don’t know – ask. Ask your employees, and here’s a potent way to do it: Conduct a climate survey that combines both a standardized electronically administered questionnaire supported with interviews with a randomly selected group of employees.
The results from the survey and interviews should be presented to the executive team – not just the CEO – with an analysis of findings and a listing of what the employees feel would improve their employment experience at your company. Then act on the information you have, including sharing the results and your plan with the employees. Follow-up and transparency are important to help employees feel you care and are acting upon their feedback. Miss this and next time they won’t engage, and skepticism will grow.
If you are not assessing the climate within your organization and you are frustrated with turnover and the inability to find qualified candidates, realize that it’s your decision (or lack of it). Just don’t waste other people’s time complaining about the lack of qualified candidates. People like to work with good people, they like to enjoy their work environment, they like and deserve to feel good about whom they work for – both the company and the boss. And this comes when you marry a positive brand with a positive culture. Remember, you can’t improve what you choose not to notice.
For more information on culture and our unique model for business growth, see our blogs, free articles, white papers and videos at: www.kubicalaforestconsulting.com
Copyright 2011 Kubica LaForest Consulting
If you enjoyed this piece, please consider sharing it!
