Enablers of trust, values and mission high in an organization inevitably give rise to a highly inspired group of employees – employees with confidence and pride in the organization, its reputation, ability to satisfy its customers and contribute to its communities; employees willing to put forth extraordinary efforts on the organization’s behalf; and employees who intend to stay for the long haul and bring recruits into the fold.
Employees have a higher level of commitment to more “established” values-driven companies than employees of organizations that are just beginning to intentionally manage their cultures around core values.
Am proud to work here: 80% vs. 62%
Would recommend as a good place to work: 73% vs. 50%
Am more satisfied here than anywhere else: 69% vs. 49%
In a study of 800 managers working for companies at which the leaders had not created a positive culture, 48% reported that they intentionally decreased their work effort and 47% indicated that they intentionally decreased time spent at work. 31% of employees reported that their colleagues are more likely to behave unethically in a work environment where there is a lack of transparent leadership communication.
Organizations with a strong sense of purpose are more likely to embrace diversity and different opinions, encourage innovation among employees, and provide the tools and resources for employees to realize their full potential.
“By establishing a values-based culture, organizations can cultivate the trust necessary to reduce turnover and mitigate unethical behavior.” – Sharon Allen, Chairman of Deloitte
9 out of 10 employees in organizations that are values-based strongly agree that they hope to be with their companies 12 months from now.
In companies with effective cultures, managers and employees are more engaged and much more likely to remain in an organization. 46% of employees stated that “a lack of transparent leadership communication” is driving them to seek new employment. 46% of employees say a lack of transparent leadership drives them to seek new employment.
Robert W. Baird & Co’s voluntary turnover is 4.7%, well below the industry average of 16%. Having and keeping the best people has also led to attracting new clients and translated to growth.
The [companies] with the most effective cultures early on experienced the highest customer satisfaction and sales in later years, and this pattern was repeated over time. 99% of employees of values-based organizations report that their company has very satisfied customers, compared with 42% of respondents in organizations characterized by top-down command and control.
Remember, customers will never love a company until the employees love it first. This will be the topic of our next post, so tune in next week!