How To Improve Company Culture (and Why It Matters So Much): 5 of Our Expert Tips
Culture may not appear on the balance sheet alongside goodwill and brand recognition, but maybe it should. Many people talk about culture, yet few really understand what it is and how to shape it to the company’s advantage. Culture goes far beyond your reputation as a great place to work and free popcorn in the employee lounge. Rather, company culture is about the values, beliefs and practices that define how leadership and employees:
- Support one another
- Interact with the company managers and their colleagues
- Relate to the business objectives and identity
- Above all, get the work done
To understand how to improve company culture, you’ll need more than a list of activities. Begin by understanding the benefits of a strong culture and how important it is to your company’s long-term prosperity.
Why Culture Is So Important
There are some very compelling reasons for leadership to make an effort to improve the company culture. Culture is, after all, one of the main reasons companies like Netflix, Google and Zappos are desirable targets for those looking for a job. Yet, Netflix proudly proclaims in its culture manifesto that their version of the great workplace has nothing to do with sushi lunches and great gyms. They write, “ Our version of the great workplace is a dream team in pursuit of ambitious common goals.” In fact, there are many benefits to having a strong and positive culture. They include:
- Enhanced productivity: A strong culture means that employees align to fulfill a common purpose. The goals and the direction are clear. When employees know what is expected, conflict is minimized and collaboration is facilitated.
- Higher level of employee engagement: Culture provides a sense of identity that generates excitement. Employees are more interested in the work because they understand how it contributes to the company’s overall vision. According to Gallup, a highly engaged workforce can increase profitability by 21%.
- Improved brand reputation: When it comes to consumer preferences, culture can help one company outperform another. Word of a toxic company culture travels fast via social media. This not only affects the company internally, but many customers will also turn away.
- Better talent: Companies that have a positive culture also have a reputation for being great places to work. According to a recent Glassdoor survey, 77% of job seekers consider culture before applying for a job. In fact, culture is considered the number one driver of happiness — even more than money.
The Key Elements of Company Culture
Few people agree on the essential elements of company culture. It’s helpful, however, to examine culture using some sort of framework. Elements, even if they differ from model to model, at least give us something to hold on to. When we understand the elements of culture, it’s easier to see the types of effort needed to bring about lasting change. While there is no agreed-upon framework for the discussion of culture, here are five elements that we feel are essential.
Values
These deeply embedded standards help determine what’s important and right. Although values tell us how we should behave, they don’t always reflect what happens in reality. To make them an essential part of the culture, values must be reinforced by the company’s systems and its leaders.
Leadership
Leaders are important in the establishment of policies, the setting of goals and the pursuit of new opportunities. Further, they develop the next generation of employees who will propel the company into the future. Their words and actions, good and bad, are often mimicked by others and reflected in how employees interact with colleagues and managers.
Vision
A simple and compelling vision is the foundation of a great corporate culture. It’s so much more than a placard adorning the hallways. Companies that have great vision are aligned behind a common purpose and moving with intent toward True North.
Beliefs
Beliefs are things employees hold to be true. They influence how people make decisions, interact with one another and what they conclude about how things work. Beliefs manifest in behaviors and dictate where leaders and employees invest their time and energy.
Artifacts
Artifacts can be physical objects and events that demonstrate what the company values, such as an open concept layout, an annual family picnic or even meaningful art on the walls. But artifacts also show up in other ways. Some nonphysical artifacts might include, for example, the benefits structure, an often-repeated company legend, loaner bikes on the corporate campus or a “no shoes” policy.The five elements above help explain why we have included the tips that follow. They will also help you create a personalized and comprehensive strategy to develop your own unique approach to improving company culture.
How To Improve Company Culture: 5 Tips
Many culture initiatives start with a kick-off meeting followed by the appearance of company slogans, some wallet cards and a few wall posters. But that’s not how real change happens. To improve company culture, begin with action. Embedded in these tips are a few ideas to get started. Of course, the caveat is that one size does not fit all. That’s where creativity comes in.
1. Focus on Communication
Leaders communicate as much through their actions as through what they say. They set the tone for how employees speak to one another, resolve conflicts, collaborate in teams and respond to requests from other employees. Their words and actions are mimicked and become ingrained in the culture. Many companies use 360-degree evaluations from bosses, colleagues and employees to create an action plan to ensure that leaders exemplify company values.
2. Provide Transparency
Transparency generates trust, increases engagement, and reduces job-related stress. When leadership communicates strategy, it motivates employees and helps them understand how they are contributing to the company’s success. Remember, however, that transparency invites feedback. In some cases, employees may weigh in on decisions without having sufficient information to give an informed opinion. Still, feedback deserves a transparent response.
3. Make It Fun With Gamification
Gamification is a fun way to use something that already exists, like key performance indicators (KPIs), and apply game elements to it. Ensure that your game strategy aligns with and supports the company vision. Include goals, metrics and rewards in the games that invite employees to take responsibility for their own success. Games also encourage fun in the workplace by setting up friendly competitions and providing a great excuse to visibly recognize and celebrate achievements.
4. Enhance the Employee Experience
The employee experience is the sum total of your employees’ interaction and experience with the company. It’s your internal brand. A positive employee experience is the result of beliefs that create a supportive work environment. One of the best ways to support employees is by spending meaningful time with them. Schedule frequent check-ins and one-on-one meetings and ask how you can help them be more successful.
5. Connect to a Purpose
Many employees want to work for companies that value what they value. If you already have a corporate giving program, ratchet it up. If you don’t, now is a great time to start. People, even those who will not show up at company parties, love to come together in support of a good cause. Your employees can select a favorite nonprofit to choose where corporate donations go and work toward charitable goals as a company. The company can sponsor community events and supply employees to help. Corporate giving programs offer a great opportunity to create artifacts, as well as connect to the broader community. In addition to facilitating employee giving through paycheck deductions, here are few other ideas to engage your workforce:
- Offer a launch gift to employees who participate in the new corporate giving program
- Celebrate employee birthdays by making a donation to a nonprofit in their name
- Incorporate giving into your annual bonus by allowing employees to designate a portion that is matched
- Create a holiday match program
- Pair spontaneous spot rewards with a charitable gift to employees
- Reward performance and achievements at all-hands meetings by awarding charitable dollars
Keep It Going
Once you understand the elements of culture, it really isn’t very difficult to influence it in a positive way. If you run out of ideas, generate enthusiasm by challenging your employees to help. However, no matter what actions you take, change is unlikely to stick without a concerted and consistent effort to keep your culture moving in a positive direction.A corporate giving program is one of the best ways to engage and inspire your employees. At Groundswell, we make it easy for you to turn your corporate giving program into an employee benefit. Contact us for more information.
Related resources
Unlocking Philanthropy: A Ready-to-Use Corporate Giving Policy for Modern Businesses
Sample Corporate Giving Policy You Can Use Today
In today’s socially conscious environment, more companies than ever are recognizing the value of corporate philanthropy. Not only can a robust giving policy boost a brand’s image and reputation, but it can also play a pivotal role in community development and global betterment. If your company is considering the establishment of a formal corporate giving policy or refining its existing strategy, this sample policy might be the perfect starting point for you.
Pillars of a Strong Corporate Giving Policy
Corporate giving programs range from employer donation matching programs to full blown corporate social responsibility programs with grantmaking and volunteerism. Many companies find somewhere in the middle that aligns with their size, budget, geographic presence and most importantly company values and commitment to diversity and inclusion. But what truly makes a corporate giving policy stand out? Let’s delve into the key features, from donation matching to the strategic use of platforms like Groundswell.
1. Donation Matching: Doubling the Impact
One of the most effective tools in a giving policy is donation matching. This is where companies match employee donations to eligible non-profits, effectively doubling the contribution. Such programs not only amplify the impact but also motivate employees to participate, knowing their chosen cause will receive twice the support.
2. Charitable Stipends: Encouraging Employee Choice
Charitable stipends are allowances given to employees to donate to a non-profit of their choice. This not only encourages a culture of giving but also empowers employees to support causes they’re passionate about. The stipends can be a fixed amount annually or can vary based on the employee’s role or tenure.
3. Dollars for Doers: Volunteering Translated to Contributions
“Dollars for Doers” programs convert volunteer hours into monetary donations. When employees volunteer their time for a cause, the company makes a donation equivalent to the hours spent. This fosters a culture of hands-on involvement and ensures that both time and money are being donated to valuable initiatives.
4. Corporate Grants: Sowing Seeds for Bigger Change
Beyond individual employee contributions, companies can set aside a dedicated fund for corporate grants. These grants can be given to non-profits, research initiatives, or community projects that align with the company’s CSR objectives. Such grants can lead to substantial, long-term changes and foster strong partnerships with community leaders and organizations.
Why Choose Groundswell for Your Giving Initiatives?
Incorporating these elements into a giving policy requires streamlined management, transparency, and ease of execution. This is where platforms like Groundswell come into the picture.
Groundswell offers an efficient and affordable solution for companies aiming to elevate their philanthropic endeavors. Here’s why it’s the ideal choice:
- User-Friendly Interface: Groundswell’s platform is designed for both companies and employees, ensuring smooth navigation and straightforward donation processes.
- Versatility: Whether it’s donation matching, handling charitable stipends, or managing corporate grants, Groundswell offers solutions tailored to each company’s unique needs.
- Cost-Effective: Groundswell provides a comprehensive suite of tools at competitive prices, ensuring that more of your money goes towards the cause rather than platform fees.
- Transparency: Track donations, monitor employee involvement, and generate detailed reports to measure the impact—all in one place.
Conclusion
An effective corporate giving policy is a blend of structure, employee engagement, and impactful contributions. By incorporating elements like donation matching, charitable stipends, “Dollars for Doers,” and corporate grants, businesses can create a ripple effect of positive change. And with platforms like Groundswell, executing these initiatives becomes not just feasible but also highly efficient and cost-effective.
5 Tips to Boost Engagement & Impact on Giving Tuesday
Leverage GivingTuesday to boost generosity
Every November, the Tuesday after Thanksgiving is known as GivingTuesday, which often serves as the unofficial start of end-of-year giving campaigns. This comes on the heels of holiday shopping deals on Black Friday, Small Business Saturday, and Cyber Monday. It is a worldwide phenomenon, inspiring millions to lean into the end-of-year holiday spirit with generosity and compassion. For many charities, GivingTuesday has become their biggest day for donations – and can help resource their ability to have an even greater impact in the year ahead.
For companies, GivingTuesday and the end-of-year giving season offers an opportunity to double down on their commitment to social responsibility, strengthen relationships with employees, and boost their impact in the community and broader world.
At Groundswell, we partner with companies all across the country to design and launch GivingTuesday campaigns – leveraging our easy-to-use platform that makes it easy for employees to participate and send donations to the causes and charities that they care most about. Below are some best practices to boost engagement and inspire generosity during the giving season.
1. Make Giving Easy:
A lot of giving platforms out there make it incredibly hard to donate. Some don’t have all 1.5 million IRS-approved charities listed. Others require employees to navigate through a web of intranet or sharepoint sites to find the giving program landing page. And others require that HR is notified of any donations an employee wants to make. At Groundswell – we are committed to removing all of the friction, and ensuring that employees can find charities easily, through a platform that is accessible from the palm of their hand, so they can give whenever they want to.
2. Launch a GivingTuesday Match Campaign:
Through Groundswell you can customize and launch a special GivingTuesday match campaign in a matter of minutes. Simply pick the nonprofits to include in the special campaign, select the start and end-date for the campaign, and then determine the match – 2x, 3x – along with any overall budget limits, then you’re done!
3. Boost engagement by involving ERGs:
Share nonprofit recommendations from Employee Resource Groups to provide inspiration around causes and nonprofits that matter to your employees. You can feature these nonprofits on dedicated ERG Corporate Spotlights and Campaigns that will be visible to all employees on their Groundswell dashboard.
4. Surprise (and Delight) Employees With A Gift to Give:
Consider sending a surprise “gift to give” to reward those already participating in your giving program (and to incentivize others to enroll). These gifts might be used to further maximize impact through the existing campaign, or to donate to other nonprofits your employees care about. Groundswell’s custom gift feature allows companies to easily schedule and send gifts with little to no administrative burden.
5. Level up with Volunteer Matching:
Groundswell’s Volunteer Matching program – sometimes known as Dollars for Doers – recognizes that some employees may not have funds to contribute, but have time – and rewards them in the same way. It’s an inclusive approach that invites everyone to participate in GivingTuesday, even those who may not be able to donate their own funds.
12 Employee Benefits Survey Questions Modern Companies Should Ask
In today's business environment, having the right and highest performing talent is more critical than ever. With benefits packages playing a vital role in these decisions, how can companies truly gauge their effectiveness? By initiating regular employee benefits surveys.
Scroll down for a free survey template below.
Let's dive in to the importance of asking the following questions.
Is our workforce satisfied with the current employee benefits package?
Gaining insights from "how satisfied are you with our company’s benefits package?" can offer companies a quick pulse on the effectiveness of their benefits. A dip in satisfaction might signal a need for re-evaluation, especially if you're looking to maximize your budget.
How comprehensive are the employee benefits we offer?
Do employees feel that the organization covers a wide range of their needs? Asking, "do you feel our benefits package is comprehensive in its offering?" can shed light on any potential gaps in coverage.
Are we showing true commitment to Diversity, Equity, & Inclusion through our benefits?
Are the company's efforts in promoting DE&I resonating? This can be gauged by asking if the benefits genuinely support diversity and inclusion. If they aren't, here's an opportunity to collect ideas directly from your employees.
Read more about how to make sure your giving program is equitable and inclusive.
Do our benefits reflect our company culture and values?
The question, "do you feel our benefits package supports our cultural values?" will highlight any potential discrepancies in practicing what you're preaching.
Did you know? Two-thirds of employees say it’s important for a company to align to their values.
Are we catering to the needs of a remote or multi-location workforce?
With remote work on the rise, is the company adapting its benefits accordingly? It's essential to find out if employees feel supported, regardless of their work setting.
Would employees recommend the company based on our benefits?
This is an easy one to skip, but it's a great question to ask. See how influential your benefits package is for employee referrals. Determining if employees would advocate for the company based on its benefits can be a key metric for recruitment.
How do specific benefit categories fare?
By querying satisfaction levels across various benefits – physical health, social impact, mental health, financial health, and fringe benefits – can companies discern which areas are thriving and which need enhancement?
What additional benefits do employees desire?
Is there a particular benefit that could make a difference in employee satisfaction and retention? Discovering this can be as straightforward as asking, "if you could choose one benefit not currently offered, what would it be?"
If your workforce desires a more meaningful benefit, see why decentralizing your corporate philanthropy strategy can achieve greater impact at scale.
How often should I send an employee survey about our benefits?
While every business has their own set of unique needs, conducing a quarterly employee survey at minimum can help you get a pulse check.
There will be some natural and unplanned peaks in valleys throughout the year that can drastically affect employee morale and company culture. By proactively seeking feedback through surveys, companies can foster a culture of continuous improvement, ensuring they remain at the forefront of employee satisfaction.
What are some affordable benefit options we can provide employees?
Corporate matching or giving programs can be a low-cost addition to your benefit offering that supports your employees’ unique passions and perspectives through charitable giving and boosts your company’s commitment to social impact. Groundswell offers a comprehensive solution with a simple implementation and nearly zero administration burden.
- How satisfied are you with our company’s benefits package?
- Do you feel our benefits package is comprehensive in its offering?
- Do you feel our benefits package supports our cultural values?
- Do you feel our benefits package supports our commitment to Diversity & Inclusion?
- Do you feel our benefits package supports our remote or multi-location workforce?
- How likely are you to recommend applying based on our benefits package?
- How satisfied are you with our physical health benefits (i.e. health care, sick leave, etc)?
- How satisfied are you with our social impact benefits (i.e. corporate matching, volunteering, etc)?
- How satisfied are you with our mental health benefits (i.e. vacation time, EAP, etc)?
- How satisfied are you with our financial health benefits? (i.e. retirement, student loan assistance, etc)
- How satisfied are you with our fringe benefits and perks? (i.e. fitness subsidies, stipends, etc)
- If you could choose one benefit not currently offered, what would it be?