Recognize This! –It matters little that executives and
employees agree on the importance of a strong culture if they cannot
agree on how to implement, influence and maintain one.
Frequent readers of my blog know I write often about the importance of a strong company culture,
especially one based on recognition. But how important is culture to a
company’s success? And do employees and executives agree on the relative
importance of culture?
Thanks to a recent survey from Deloitte, we know that yes, they do agree.
“94% of executives and 88% of employees believe a distinct workplace culture is important to business success.”
In fact, executives and managers alike agree on the importance of
culture to organization success, as evidenced by these results from the
- 83% of executives and 84% of employees rank having engaged and
motivated employees as the top factor that substantially contributes to a
- There is a correlation between employees who say they are “happy at
work” and feel “valued by [their] company” and those who say their
organization has a clearly articulated and lived culture.
- There is a correlation between clearly articulated and lived culture and strong business performance.
And yet, “Only 19% of executives and 15% of employees believe
strongly that their culture is widely upheld within their own
Therein lies the rub. If we all agree that culture is critical
success, how is it that we cannot seem to figure out how to live out
Perhaps it’s because executives and employees do not agree on what
factors most impact a culture. Keep in mind, it’s these factors that
make it possible to “live” and uphold the culture broadly throughout the
Factors that Most Impact Culture
- Financial performance (65%)
- Regular and candid communications (50%)
- Competitive compensation (62%)
- Employee recognition (49%)
- Access to management (47%)
It’s also not at all surprising that the factors executives consider to be most important ranked among the lowest for employees.
Indeed, what’s most needed is to get executives and employees on the
same priorities page. Instead of focusing so much on “competitive
compensation,” perhaps executives should insist on fair pay structures
and then more effectively use that budget to fund a strategic employee recognition program.
And yes, financial performance is inarguably important, but success
can only be achieved when all employees are pulling in the same
direction. Recognize and reward them when they live your values in
contribution to achieving your financial performance objectives. This
gives them regular communication on what matters most to executives.
What do you think is most important to culture?
2 Jul 2012 7:12 PM
| Report Abuse