Your employees are disengaged. How can you get them to care about company culture?

Foster a positive culture in the organisation by deploying the best employee engagement initiatives, to produce engaged, more productive workforce. Implement EE strategies that aligns with the company culture and the business objectives. Prioritizing employee well being, work life balance, career growth, Leadership development, optimal utilisation of available talents effectively to meet the demands of human resources in the org, robust performance management system, fair rewards and recognition practices, appreciation culture can all create highly engaged, loyal, productive workforce in the org. Leveraging technology to implement these strategies will emerge as the cornerstone in effective workforce management and organisation's success.

Also look at an opportunity to empower employees. They might not feel valued and important if they are not able to do solve things themselves. Look at internal process that impact them on a personal level (e.g. PTO/Vacation Leave Process, schedule changes, etc).

Employees are human. They engage when something is meaningful, meets their needs, their role is clear, they feel capable of doing it, and feel that their contribution is valued. When employees fail to engage with a culture, you will always find at least one of these levers lacking (and often more). When you assess current state, be sure to not only look at the actions the organization is taking to engage employees and strengthen culture, but the perception of employees in whether those actions actually provide the above. Often, we send conflicting messages through formal communications, strategy and leadership behaviors. Examine what messages employees believe and trust. As humans, we will take action when our needs will be met.

Workforce Management is the way in which employers strategically allocate people and resources, track attendance and comply with constantly changing workplace laws and regulations. Ultimately, the objectives are to optimize productivity and reduce risk. #workforcemanagement #wfm

Few things that definitely has worked for me is, 1. Foster a sense of belonging - Create a sense of belonging and community within the organization. Encourage team-building activities, social events, and opportunities for employees to connect with each other. 2. Work-life Balance (REALLY MISSING THESE DAYS) - Recognize the importance of work-life balance and support employees in achieving it. Encourage flexible work arrangements, promote wellness initiatives, and discourage a culture of overwork. 3. (MOST IMPORTANT) Continuous Improvement - Cultures evolve over time, so it's important to regularly assess & refine your company culture to ensure it is aligned with the organization's values. Solicit feedback and be willing to make adjustments.

Being proactive is super important, it's easier to keep employees engaged than implementing corrective actions once the engagement is lost. It's difficult to find one solution that works for all. I believe that as leaders we need to ensure that we dedicate time to get to know your employees, we help them grow and empower them, keep them informed and be honest and never forget to reward them. often it's easier said than done but it's definitely worth focusing on these elements and incorporate them into day to day activities

Allow your employees to be part of this step. Have a 'blue sky' session in which they can voice all of the things that they would like to see as a part of their work culture. Make it clear that not every suggestion can be used (folks can get a little wild and ask for things like "Free beer Friday"), but take the feedback you receive and incorporate it. Remember that the people closest to the problem are also closest to the solution.

I think as leaders, we need to take preventative and proactive measures to mitigate this risk before it happens. How can we drive engagement? It starts with our leaders. As senior leaders, how can we teach, coach, train, develop, and mentor the best leaders possible? How can we equip them with the right tools and resources needed to be successful? How can we continue to grow their core competencies? We need to teach our leaders to build a culture around teamwork, recognition, development, collaboration, and we need to teach our leaders how to be visionary. If our leaders are not equipped, then our associates will not be able to drive that legendary customer experience.

To re-engage employees, start by defining your ideal company culture, focusing on core values, beliefs, and guiding principles. Incorporate expectations, norms, and the work environment you aim to foster. Consider integrating benefits, rewards, and recognition systems that align with employee motivations. Leverage your company's vision, mission, and strategic objectives as a foundation. Crucially, involve employees in this process, soliciting their input and ideas. This collaborative approach ensures the culture resonates with the team, fostering a sense of ownership and commitment.

I fully support engaging employees and demonstrating appreciation for their ideas. This fosters accountability and ownership, as employees who sense their influence on company culture are likely to embody and exemplify it.

Employees are always looking at their leader's actions - the way they conduct themselves, communicate, collaborate, and walk the talk. As leaders, we are called to be the ambassadors of organization's culture and demonstrate its values. Every day we ask ourselves - are we living the values or are we like the value posters attracting dust?

To effectively communicate your company culture, ensure clarity and consistency across all mediums. Highlight the culture's purpose, significance, and its impact on both the organization and individual employees. Demonstrate how employees can contribute to and benefit from this culture. Employ a mix of communication channels, including newsletters, meetings, training sessions, and corporate events, to disseminate your message. Additionally, utilize symbols, slogans, logos, and rituals to embody and reinforce the culture. These efforts help employees understand their role within the company, fostering a shared sense of identity and commitment.

Communication is key thing to show primary intentions. Company can do it by mailers, learning sessions on some special themes, special celebration around company's special policy, vision like inclusion, diversity, innovation etc. Also, communication should be unambiguous and engaging. Leadership needs to wear the culture on their sleeves to show their confidence and build a trust. That is also a way of indirect communication!

The best way for me is to directly talk to your team about what your culture is looking like, why it's important, how it aligns and evolves with your strategy, your goals and how to achieve it. Make sure your communications align with your culture. If your organization is formal and structured, your communications should be too and your employees have to see it. This goes beyond day-to-day communications. How does your HR team hire by refering to the company's culture ? How do you incorporate it into performance management ? Etc. These all show your employees what’s important to your culture. 

I think the steps in this article are a little out of order. There is something to be said about starting to make change and letting people see and feel action BEFORE communicating. Then you have a stronger message. It isn't "this is what we are going to do", but rather it becomes, "This is what we're doing, and this is what we are going to continue to do."

The steps may follow a different pattern depending on the organization and what caused the employee disengagement in the first place. I have found that when there’s a disparity between the communicated culture and actions, employees lose faith in the organization. And that’s how disengagement begins. At this point aligning actions with the culture is the first step to go. Then start listening to what the employees understand about the company culture and how they view its implementation. “Actions speak louder than words”…is the way to go. #employeeengagement

Company's action, especially of leadership team should be as per defined culture and declared practices. Culture should be implemented in both words and spirit. One way to do is to document them, assign goals which aligns to company's culture, track progress against it and provide frequent feedback on it. In a nutshell, it should be part of talent management and performance management process.

Analyze the company's chosen language and modus operandi especially within meetings and from management. Company culture boils down to how individual employees are being treated day-to-day. As a company are we respectful, encouraging free exchange of ideas, supporting growth, and recognizing innovative and hard work?

The current culture in the company is some sort of working even after our shifts and still managing time while keeping TAT in mind, as in WFM we are time restrained. I have had a good discussion about this with my colleagues, and found out that they are not too happy with the manager's involvement in their work, especially when it is their responsibility to handle the reports and send them on time. This is the major weakness that I have experienced in this organization, people are leaving the company because of this major setback. The colleagues are more satisfied with the work and enjoying it when the manager's involvement is somehow minimal. Colleagues are happy with the team and the company if the leader is good and well mannered.

Firstly, the need of the hour is to analyse the root cause of the disengagement. Secondly, you need to analyse the direct relation of office culture and disengagement. Third point is to make an action plan. Fourth step is to implement the action plan and finally need to monitor the same periodically. This will set the culture of organisation in employees and help them align.

The key to getting disengaged employees to care about your company culture is to determine first the changes that bolster the coveted culture. The next step is to get those core values, beliefs, and principles off the walls and into the lunchroom and meeting rooms. Disengaged employees can change their behaviors when they comprehend, accept, and act. The organizational culture will come alive through their action. Employees with a high sense of belonging and ownership will perform exceptionally well to the company's advantage. As a result, for a company to increase engagement and interest in the organizational culture, it must establish and foster a culture that embraces employee engagement.

A company's culture really depends on its leaders showing the way. No matter how good the culture sounds on paper, it won't work unless the top people show how it's done. Leaders must live out the values they talk about, showing everyone what the company stands for through their actions. If they don't, even the best plans for a great culture will fail, leaving workers feeling disconnected and fake. In simple terms, a strong company culture comes from leaders who act on their words, shaping a workplace where everyone knows what matters and works together to succeed. Leading by example isn't just important; it's what makes a company's culture real and effective.

after listening to your employees and identifying the root cause of their disengagement, I believe that having ambassadors from all teams involved in implementing the action plan will lend more credibility and encourage broader participation.

The thing to remember about culture is that it exists whether or not you intentionally work to influence it. And if you're not paying attention to it, it can get out of control pretty quickly. The first step to improving a struggling culture is to be aware that it needs improvement. And then start small - even the smallest thing like an intentional greeting for each of your employees every day will go far and you'll start to feel a shift in engagement. Happy culture building!

In professional sports, the coach plays a pivotal role in fostering team synergy and motivating players to perform at their best. Similarly, in the workplace, leadership serves as the coach, guiding employees towards success and instilling a sense of camaraderie and dedication towards shared goals. Effective leaders shape the organisational culture, inspiring employees to actively contribute and perform. Thus creating a supportive and inclusive environment where employees feel valued, connected and proud to belong. They achieve this by promoting transparent communication, providing regular feedback, focusing on people development and establishing rewards & recognition programs.

Engagement of employees are dependent on various factors including culture. Think of a scenario where the company has well laid cultural values and the leadership team walks the talk, however it does not sprinkle down the line. One size does not fit all. The engagement of one team of an org versus the engagement of another will be varied. Careful engagement initiatives will help to bring value. In the process, managers are equipped to build well-being , empower , navigate avenues to grow, bring purpose and meaningful work to their respectful teams. Last but not the least, it’s important to move off lip service to real action.