Cult Status.

Hello there. I hope everyone is keeping well and looking forward to the festive season! I would be very interested if anyone has any advice to share with me; I am collating information for a formal presentation about developing people and modifying behaviours in order to strengthen company culture and therefore how, it can have a positive effect on the people and a tangible effect upon the bottom line. Sounds very deep eh? Anyway, all comments shall be greatly received. This one has really interested me. Cheers!

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  • Hi Emma-Jane,

    I agree with Rachel below about finding something tangible to use as a measure but I'd like go a little further back and challenge you around culture. If you need to strengthen culture do you know and understand what that culture actual is? What does it stand for and what does is mean to the people who work in your organisation?

    If you are looking at developing people and modifying behaviours (this did make me laugh as it reminded me a little of the Borg and 'assimilation') what are we developing them towards? What does it look like and feel like to work (great video here called 'the smell of the place') for your organisation and how is this defined - is it linked to the values? Do you have values? Is it linked to a behavioural / competency framework and is that linked to a performance strategy so people know what behaviours are unacceptable, expected and exceeding?

    It's important to be really clear about culture - useful article here on what makes a culture

    It's not really a cult your looking to create it's just the way that things are done in line with your values and culture - how are the leaders and managers supporting and role modelling this as this is key. Managers and leaders largely influence the behaviours of those around them so this might be the place to start!

    It might be worth looking at this Forbes article as well on the Top Companies for Values and Culture- all household names selling great products but is it the products that make these companies successful or the way they go about it and the way their people work towards selling the products???

    Lots of questions and thoughts on this one - be interesting in hearing what you think?

  • Hi Emma-Jane,

    Great discussion topic, really got me thinking! For looking at the bottom line, I would look at Employee Engagement current scores in any areas that are relevant, then I would use this as a comparison after the event/initiative, so looking at ROI. Another ROI area to look at would be your retention rates currently - this is an easy one to use for ROI and see a real benefit if there is an issue there currently. There is also a case for looking at ROE here - what do they actually ant to see, how can this be documented, what are the real benefits they want, etc.

    The main thing here is to know exactly what you are setting out to achieve within the presentation, without making any false promises. Perhaps more a focus on the research of areas that could be impacted and seeking to gain agreement of what will be measured?

    I hope this helps.

    Rachel

    • Hello there Rachel. Thank you very much for this. Please rest assured that this title has been given to me from the top (hence the possible reason that it made Mike laugh, somewhat). I shall hopefully use this opportunity with 'The Board' to teach them some 'non-text book' and traditional rather than 'current trend' vocabulary. I often get frustrated at specific 'instructions' from above. However, it is my job to both engage them and deliver to them, something completely worthwhile. I shall let you know how I get on.

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