A company that values and celebrates performance has unlocked the first step to creating a culture that employees resonate with. The transformative power of creating a culture of recognition is a critical component of employee satisfaction and company success. On this episode of The Forward Thinking Podcast, FCCS VP of Marketing and Communications Stephanie Barton is joined by Don Nielsen, Employee Recognition Champion and Senior Strategic Partnerships Manager, Awardco. Together they explore the power of a strong company culture, the need for employee engagement and recognition, and the importance of intentionally designing a company culture that resonates with employees. Don shares a variety of ideas for getting started with intentional employee recognition and underscores the importance of celebrating employee successes whenever possible.
Episode Insights Include:
What is company culture?
Culture means different things to different people.
Consider the median sentiment across the entire organization.
What are the happiest people saying about the organization, and what percentage of the organization do they represent?
Culture is defined by what the least happy people in the organization have to say about it.
There is culture by default, and culture by design. Intentional culture doesn't just happen.
In culture by design, leaders are thinking about the future of the organization.
How is company culture created?
There is always going to be a culture, but a positive one might need to be redefined.
A culture that fits within a mission statement and brand is going to have a greater impact.
There are 3 steps to creating a positive culture that defines the buy-in impact- consider why someone would come to work for you rather than your competitor.
Employees have to understand the difference that they're making in the world.
Define the core competencies your employees are expected to live by.
Incorporate an attitude of gratitude in the workplace.
Intentionally designing a company culture
Leaders have to set an example for their teams.
The trickle-down effect matters- the mid-level managers have to exhibit the same cultural behaviors as the CEO.
The actions of the leader that most resonate with the employee are the ones that the employee will replicate.
Leaders have to demonstrate the behaviors that they want to see in their employees, and then reward those behaviors when they see them in action.
Behaviors that are rewarded are behaviors that are repeated.
Effective recognition ideas
Sincerity is the most important aspect of recognition.
Consider how people are receiving your efforts of gratitude.
Allow opportunities to see others being recognized.
Give gratitude yourself to model appropriate recognition efforts.
Try increasing your recognition efforts by 3x in 3 months.
Start with whatever employment experience data you have, and increase your efforts from there.
Ask for feedback and then use that feedback to make improvements.
Point-based incentive programs can help address the desire for increased wages.
This podcast is powered by FCCS.
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