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Company Culture and Employee Retention

In today’s competitive business environment, with historically low unemployment rates,  organizations will live or die by the relationship the management creates with their employees.  And it doesn’t matter if employees see their current employment as a “job” or a “career”; the quality of company culture will significantly impact how likely they are to stay when other offers or bad days come their way.  Ownership and management teams must constantly develop their culture to ensure employees love their job.

But company culture isn’t just for the end game of consumer retention; it is especially true if your goal is to have an engaged workforce that will stay with you for years (or decades) rather than looking for opportunities elsewhere.

So how do you make sure that your team members are happy? How do you get everyone excited about coming to work each day? It starts with ensuring your company has a solid foundation built on trust, respect, and self empowerment.   When people feel like they are in a place where they belong or that their voices are heard, it makes them more likely to stay with an organization. When people feel valued and respected, they are also more likely to remain loyal to the company’s goals and objectives while feeling motivated to make positive changes.

By nurturing a healthy work environment, organizations can improve employee retention, morale, and productivity. 

Happy employees stay with you longer and are less likely to looking for other opportunities, which means your company won’t be a victim of brain train by losing your team and dealing with constant turn over.  Which means they can continue doing the work they do best, and your company will thrive.  But how does this look at execution.  Below are some of the top ways that we are able to facilitate our company culture at a Diamond Media Solutions. 

  • Celebrate milestones.
    It’s important to celebrate the wins, big or small to show your team that you appreciate their efforts and recognize the advancements they have made.  These small token of achievements will help employees feel valued and invested in the company.  This shouldn’t be just business related, connecting with your employees on a personal level and celebrating their personal accomplishments or memorial moments will mean a lot.

  • Pick the right people.
    One of the most difficult task for any hiring team is to hire someone who not only fits the company culture well, but to also find someone that matches your morals, goals for growth and development.  Finding someone who thrives in the management style of their team, self-motivated and a problem solver,  and are the able to collaborate across departments?

  • Offer growth opportunities.
    To retain employees, you need to offer them the chance to grow their careers within your company—and not just by paying them more money. This can be achieved through training and development and by giving them new responsibilities and projects that challenge their skill sets.  This is can mean to develop roles and opportunities specifically around their personal qualities where there  needs in the company. 

  • Continuously train your staff and keep them up to date with the latest industry trends.
    Not only to people want to feel like they are growing and learning for their career, economies are forcing industries to evolve at a record pace.  Continuous training your employees will not only engaged, it is essential for the sustainability and competitiveness of your business.  This doesn’t mean just offering a series of courses; it means that there is cross department collaboration, learning, and brainstorming to create excitement.

  • Regardless if you are in the office or working remotely, give team members autonomy over their schedules and tasks.
    As long as they are meeting deadlines and quality expectations, allowing them to decide when, where, and how to get things done creates an understanding from your team that you trust and respect them.   They will be less likely to do an excellent job if they feel like they’re being micromanaged.

  • Listen to employees about their likes and dislikes about your company’s culture and be receptive as long as they don’t compromise the organization’s goals.
    Everyone has had management that was dismissive or felt that their opinion doesn’t matter, even when it would be a direct improvement to efficiencies and the over all bottom line of the company.  If the implementation is possible, then make the changes and applaud the creative solution of the employee across the company. 

    Use inclusive language such as “we” rather than “you” or “i”.  Productive companies work best by working together as a team and delegating workloads.  
  • Clear communication is essential to preventing problems in the workplace. 
    Providing clear expectations allow employees to complete and often exceed expectation.  By understanding the communication style of each employee creates a clear communication channels between management and staff so everyone knows what is expected from them and why certain things are done the way they are at work. This will help keep resentment from serious conflicts about workplace policies or compensation practices.  

    If you’re working remotely, an application like Slack make it easy for people in different locations to talk to each other without worrying about the time zone difference. They also allow you to set up channels so people have a dedicated place to ask questions or bounce ideas off of others without getting lost in general conversation threads. 

  • Encourage collaboration between departments.
    Success is built on a positive relationship across departments.  This is most beneficial when discussing new opportunities or challenges and when collaboration between departments is successful, the freshest ideas tend to come from someone in a department that is unexpected. This can help employees feel more connected and make them feel like they have a stake in the success of their company as a whole instead of just their department or team alone.

  • Create opportunities for socializing outside work hours.
    Holiday parties, cook offs, and volunteer opportunities are a great way to help foster relationships and create connections between employees that might have otherwise gone unrealized.  These opportunities allow for an increase in goodwill that can help ease tensions during difficult and stressful situations in the workplace. 

People who feel valued and appreciated will be motivated to produce their best work. On the other hand, when employees are treated poorly and don’t feel like they are valued, this leads to low morale and productivity.

Good employee retention programs ensure your employees feel valued and appreciated. When people feel like they are a part of the team, they will be motivated to produce their best work. A thriving company culture provides employees with a sense of purpose, meaning, and loyalty. This environment can set your business apart from the competition in a world where many workers feel overworked and undervalued.

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