Inside Out: A values-driven approach to building and communicating company culture

Notas del editor

1. Thank you! Poll the audience
2. Framework. Culture, Communication + Social Responsibility connection in today’s marketplace. Iconic brand that have built model cultures. IDEO, Patagonia, Whole Foods, Google. Not just pay/brand– 90,000 hrs at work It’s now about work-life integration and not work life balance.
3. Today, I’d like to tell you why it’s so important to integrate this three-pronged approach into your office or team, how we’ve done it at Black Sheep and how you can take this philosophy back to your company to make a similar impact. ------- By 2030, 75% of the workforce will be made up by millenials, and this generation more than any value friendly managers greater flexibility, appreciation, team collaboration and global opportunities. Feel good for 90,000 hrs. 4 practical reasons Business Insider. http://www.businessinsider.com/what-you-should-know-about-millennials-at-work-2014-11 PWC. http://www.pwc.com/gx/en/hr-management-services/publications/nextgen-study.jhtml
4. Trust, value, grow, learn = HAPPY Employees who give Employees who feel trusted, who are given opportunities to grow and learn and who are truly happy at work, are likely to value the work you do and stay with your company for quite some time. Loyal employees contribute all they have to your team and support you as much as you support them. The long-term success of any company depends heavily upon the quality of its workers and worker loyalty. Benjamin Schneider at University of Maryland has shown conclusively that the employee’s loyalty-related attitudes preced a firm’s financial and market performance. And there is a much greater payoff in working on imporiving the human factor than people think. Researchers at University of Pennsylvania found that spending 10 percent of a company’s revenue on capital improvements increased productivity by 3.9 percent. But investing that same amount in developing the employee capital more than doubles that amount, to a whopping 8.5 percent. Managers can learn a great deal by studying the performance of loyal business units, and how this is influenced by managers’ own relationship styles. Monster.Com. http://hiring.monster.com/hr/hr-best-practices/workforce-management/employee-performance-management/why-loyalty-matters.aspx
5. High employee turnover results in: Lowered productivity Overworked remaining staff… punishment Lost knowledge Training costs Interviewing costs Recruiters These costs add up to as much as 150% perfect of annual salary. It’s much less for lower level positions, but still significant enough to make retention a high priority http://www.inc.com/suzanne-lucas/why-employee-turnover-is-so-costly.html
6. AMBASSADORS Fortune’s 100 Best Companies to Work For list features many companies with great cultures that encourage employees to become more engaged. Topping the list in 2012 was Google. The search experts saw increased revenue last year but they were also witness to an uptick in employee engagement. Google employees just can’t stop talking about how awesome it is to work there. Now, Google is not only one of the most well-known brands in the world, but they are also one of the most competitive employers. Dynamic Signal Blog:http://dynamicsignal.com/2013/10/24/why-employees-are-your-best-brand-ambassadors/
7. Innovation breeds efficiency + enthusiasm In an interview with Fast Company, new CEO of Patagonia, Rose Marcario explains that creation and innovation are at the heart of the company. The company is structured so that employees can ask deep questions and effectively innovate based on those questions. Fast Co.: http://www.fastcompany.com/3026713/lessons-learned/how-patagonias-new-ceo-is-increasing-profits-while-trying-to-save-the-world Mini-entrepreneurs In a recent interview with Fortune, Walter Robb @ Whole Foods supports and encourages the creativity and intelligence of all of their team members. For instance, a team member in California created brail tags for a customer with a blind son, and the technology expanded nationally. Robb believes in his culture of empowerment and distributed intelligence. Because of that, the store has 43 stores in ten states, revenues of $500 million, net profits double the industry average and a goal of 100 stores and billion-dollar revenues by the end of the decade. CNN. Money/FORTUNE: http://money.cnn.com/video/news/2013/06/17/f-leadership-whole-foods-walter-robb-employee-culture.fortune/
8. IDEO 900 applicants Each of these brands we’ve mentioned have been featured on countless lists and received recognition from media outlets for their innovative cultures. When outsiders will see what you’re doing and want to be a part of it all. They’ll admire your work and the way you treat your employees. They’ll be inspired to do the same for their organizations, but truly, they won’t be able to create it. Competitors in your industry can copy your product and service innovations at the drop of a hat, but they can’t copy your culture.
9. Not everyone can do these things Keep an open mind!
10. Partnerships. Team Building. Open Concept office space. OOO Brainstorms. Contributing to social media. 4 ways: Us Industry Arts/other Causes “If you want to go fast, go alone. If you want to go far, go together.” Bigger results together.
11. 3 communities Houston (City) Creative (Care-All) Impact (GIVEHou)
12. Enrichment. Wellness. Flexible schedules. OOO brainstroms “Let my people go surfing”
13. Tiny victories MVP awards Client’s celebrations 5 Years in Marfa
14. Job roles Reviews (5 things) Talents change the dynamics/roles
15. You may not necessarily be in a position to change your whole human resources department. But there are ways you can integrate these values into what you do everyday. Employee/Manager Perspectives
16. Neighborhood Centers example.
17. Don’t be afraid to tell your coworkers and managers about your personal life. If you tell them what you do outside of work, they may support you or want to join you in the fun. Maximize your effectiveness. Whether you’re the kind of person who gets really jazzed at 1 AM or an early bird inspired by sunrises, It’s okay to take those times of day (or night) to apply yourself to some work-related problem solving. Help bring in the types of clients you want. Meet people and make introductions that connect you with a field you’re really interested in.
18. Ask employees what they care about Interview for personal qualities, too
19. Talk to people. Be open. Be vulnerable. Show your emotions. Listen to the people you work with. Hear their concerns when they voice them. More than that, notice their body language. Ask them how they’re doing and really LISTEN to what they’re saying with their whole being. Show your team mates and co-workers that you are there with them and for them.
20. Don’t be an island. Whether you listen to loud music or work in the dark, make sure your teammates can get your attention without having to throw something. Share your finds: the useful, the inspirational, the humorous. These little goodies (and the freedom to share them) are a huge part of our work culture.
21. Notice things. It’s the only way to give back to folks in a meaningful way. Allow venting (helps solve problems) Create rituals that bring you back to WHY
22. Community + Celebration. Managers:
23. Decide to be bold: Don’t be afraid to reach out and initiate group activities. Sometimes people won’t be interested, but sometimes they will be, and you’ll all be a little closer to becoming a team. If you don’t do it, who will? (Th(ink) came from a group happy hour at Anvil.) Be the person to bring up cheesy ideas in a brainstorm. It opens the door for others to improve on your idea and to feel more comfortable adding their own. Learn what your coworkers do. Having empathy for another person’s workflow and tasks and areas of expertise makes for a workplace in which employees feel less pressure and more understanding—as well as being better able to help each other. Rituals and traditions are fun. They provide a break, a sense of family (or at least familiarity) and they’re something to look forward to. (Champagne Friday/Tiny Victories)
24. Get out of the office. Move things around. Examine divides Start the week together.
25. Continuing Development. Employees: and brainstorming. Managers:
26. Ask for feedback Find a mentor within your company. Don’t always choose to do things you already know how to do. Challenge yourself and your office by deciding to try something new, or use a new method to achieve something—something that could be great, and something you don’t know all the answers for. It will bring your team together and encourage critical thinking
27. Find out what scares/motivates Have written goals frequently referred back to