Workplace Culture Webinar: Building a Strategic Advantage
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The document is a presentation on building and maintaining a strong company culture. It outlines six key steps to develop culture as a strategic advantage: 1) acquire influence and resources, 2) develop a cultural framework of values, 3) focus on employee engagement, 4) use data to monitor progress, 5) avoid common pitfalls as the company grows, and 6) regularly inspect the culture to ensure it remains relevant as the company changes. The presentation provides examples and advice for effectively implementing each step to create a thriving and self-sustaining workplace culture.
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Workplace Culture Webinar: Building a Strategic Advantage
- 1. #WFwebinar Sponsored by The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
- 2. #WFwebinar Sponsored by Tools You Can Use Audio Control – A dial in number will not be provided. – Adjust the volume by sliding the indicator in the Media Player box to the right. – Also check your computer’s volume for external speakers or headsets.
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- 5. #WFwebinar Sponsored by 1. May I receive a copy of the slides? YES! Click on the resource list located on the top right portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand. 3. Is this webinar HRCI or SHRM certified? YES! The HRCI and SHRM certification codes will appear in the box to the right of the slides after the required Frequently Asked Ques6ons
- 6. #WFwebinar Sponsored by Emily Holland White Senior Director, Talent & Culture Optoro Workplace Culture: Fad or Strategic Advantage?
- 7. © Optoro, Inc. 2016 Workplace Culture: Fad or Strategic Advantage? WORKFORCE LIVE WEBINAR Emily Holland White Senior Director of Talent & Culture, Optoro
- 8. INTRODUCTION Optoro is a growth stage tech company © Optoro, Inc. 2016 8 And we’ve been growing fast. ● Background ○ Founded in 2010 ○ Headquartered in Washington, D.C. ○ 160+ corporate employees and 100+ operational employees ○ Backed by Kleiner Perkins, Revolution, & Generation Investment ○ $150+ million in funding to date ● Where we were ○ In 2014, bogged down HR department with traditional approaches ○ For the past few years, have been doubling in size and facing unique organizational challenges
- 9. Polling Question 9 How would you categorize your company?
- 10. INTRODUCTION “Company culture” -- a buzzword worth learning about © Optoro, Inc. 2016 3
- 11. © Optoro, Inc. 2016 Not similar people, but rather, aligned vision and motivations. Company culture is a shared way of doing something with a passion. → And it has the power to strategically position your business towards success. INTRODUCTION 11
- 12. To build a house: How to strategically build your workplace culture Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. Acquire your equipment Pour the foundation Stack the logs Get out your measuring tape! Avoid matches Inspect your home regularly
- 13. Step 1. Acquire your equipment Get the tools, resources, and influence you need to begin
- 14. STEP 1. ACQUIRE YOUR EQUIPMENT When you begin, you need influence. Here’s how to get it. © Optoro, Inc. 2016 14 Listen. Spend time with department heads to understand your business’s context and needs. Connect. Build relationships and rapport across the organization to gain support. Execute. Find a project where you can have impact, and show that as proof of your capabilities. → Quick wins are powerful ways to build influence in developing company culture.
- 15. Polling Question 15 Has your company defined its core values? A. Yes, very clearly. B. Yes, but…(needs reevaluation, lacks focus, etc) C. No.
- 16. Step 2. Pour the foundation Develop the framework of your culture that will support the rest of your work
- 17. At the 50-employee mark, you must establish a set of guidelines that will shape your hiring, guide your growth, and reinforce your vision. STEP 2. POUR THE FOUNDATION You need to create a cultural manifesto as the framework for your company culture. Collaborative Resourceful Unconventional Sensible Hungry Inspired Trustworthy Quick Tips: ● Make it inclusive and iterative ● Do it sooner rather than later ● Reinforce it daily © Optoro, Inc. 2016 9
- 18. STEP 2. POUR THE FOUNDATION Infuse your cultural manifesto into your day-to-day 18
- 19. Step 3. Stack the logs Create the core aspects of your culture as centered around employee engagement
- 20. Is your company currently measuring employee engagement? A. Yes, it is a top priority. B. Yes, but…( not a top priority, not effective). C. Not to my knowledge. Polling Question 20
- 21. © Optoro, Inc. 2016 Employee engagement means the level of connection, motivation and commitment a person feels for the place they work. The main tenet of a thriving workplace culture is employee engagement. → Employee engagement is a powerful strategic advantage. How do you ensure that your employees are engaged? STEP 3. STACK THE LOGS • Greater retention • More effective recruiting • Higher productivity • More trust & autonomy Higher Engagement 21
- 22. © Optoro, Inc. 2016 Break down employee engagement into more targeted focus areas. STEP 3. STACK THE LOGS Leadership Enablement Alignment Development 22
- 23. © Optoro, Inc. 2016 Train leaders to empower their employees closest to the information to act, and to communicate with transparency. Break down employee engagement into more targeted focus areas. STEP 3. STACK THE LOGS Leadership Enablement Alignment Development 23
- 24. © Optoro, Inc. 2016 Make sure that people are equipped with the right tools and resources to do their jobs, from streamlined communication platforms to on-the-job training. Break down employee engagement into more targeted focus areas. STEP 3. STACK THE LOGS Leadership Enablement Alignment Development 24
- 25. © Optoro, Inc. 2016 Assess whether you are communicating your mission, vision, and values in a way that every individual understands their own goals and those of the company. Break down employee engagement into more targeted focus areas. STEP 3. STACK THE LOGS Leadership Enablement Alignment Development 25
- 26. © Optoro, Inc. 2016 Invest in the learning and growth of your employees, including internally sponsored trainings and professional development budgets. Break down employee engagement into more targeted focus areas. STEP 3. STACK THE LOGS Leadership Enablement Alignment Development 26
- 27. © Optoro, Inc. 2016 ● Measuring employee engagement is how you can verify that you are effectively developing your company culture. ● The data collected should guide your next steps and drive decision-making. ● Only survey as much as you can act. To ensure progress and direct your talent strategy, you should always be measuring engagement. STEP 3. STACK THE LOGS → By investing in employee engagement, you will build a self-sustaining culture centered on your employees. And you will know how successful your culture strategy has been. 27
- 28. Step 4. Get out your measuring tape Use data to ensure you’ve met your goals and are constantly improving
- 29. © Optoro, Inc. 2016 ● Disclaimer: Data is not always available. Even when it is, it can be messy, inconsistent, or inaccurate. Data is the key to monitoring your culture-- but also influencing it. STEP 3. GET OUT YOUR MEASURING TAPE ● And yet, data is your friend! And it is a core component of developing a robust workplace culture. ● Opportunities to collect data: ○ Employee engagement ○ Performance check-ins ○ HR ticketing systems ○ Recruiting process ○ Possibilities are endless! 29
- 30. © Optoro, Inc. 2016 Interviewer Influence Some examples of data in action STEP 3. GET OUT YOUR MEASURING TAPE → Data can create a culture of transparency and accountability, and that means data can start making your business cases for you. Time to Fill Goals 30
- 31. Step 5. Avoid matches Recognize and avoid common mistakes of companies building their culture
- 32. © Optoro, Inc. 2016 ● Trying to layer in processes to eliminate chaos ○ Instead, ask what the intention of the process is? Lightweight processes are often the most effective. ● Creating a uniform company culture and expecting people to fit the mold ○ Don’t forget about the sub-cultures that require unique management and support, eg. tech versus customer care. Now, you have your house. Here’s how to make sure it doesn’t burn down. STEP 5. AVOID MATCHES Common pitfalls of growing companies-- and how to avoid them. 32
- 33. © Optoro, Inc. 2016 ● Putting a premium on casualness at the expense of performance ○ A casual environment can confuse people who needs reminders that a professional setting is where they need to perform. ● Rushing to make a hiring decision because of pressure to fill the role ○ You need to feel comfortable letting critical positions stay vacant, as your objective first and foremost is to find the right person who can embody your culture. Now, you have your house. Here’s how to make sure it doesn’t burn down. STEP 5. AVOID MATCHES Common pitfalls of growing companies-- and how to avoid them. 33
- 34. © Optoro, Inc. 2016 ● Forgetting to communicate the levers that drive the business forward and how we make money ○ With a more aligned goal structure and increased communication, every employee should be able to articulate how their role drives the business. ● Placing too much value on loyalty and hard work ○ You need to be able to let these people go, as the performance of others suffers with someone who has not adapted to the changing company culture. ● Believing that superficial perks and treats will improve engagement ○ Remember, exceptional colleagues trump everything. ○ Be authentic to your own culture; don’t have a ping pong table just “because.” Common pitfalls continued... STEP 5. AVOID MATCHES 34
- 35. Step 6. Inspect your home regularly Ensure that the company culture you built is relevant and valuable in the future
- 36. © Optoro, Inc. 2016 ● Luckily, it’s not so hard if you followed the steps. ● Along the way, you have created a self-sustaining, thriving company culture driven by employees who feel connected to the vision and are accountable to the data. Company culture needs to change and grow as you scale. STEP 6. REGULARLY INSPECT How do we ensure our company culture continues in the right direction? 36
- 37. © Optoro, Inc. 2016 ● With your influence: you can add important aspects of your organizational culture to your company scorecard ● With your cultural manifesto: you can justify your hiring and firing choices, knowing that each decision will either reinforce or reduce your culture ● With your engagement surveys: you can conduct surveys on the cadence that is appropriate, and always transparently show results ● With your data: you can track and measure progress, and demonstrate impactful changes With the tools and resources you’ve gathered, you can maintain and enhance your workplace culture. STEP 6. REGULARLY INSPECT 37
- 38. In conclusion: Workplace culture is a powerful strategic advantage Much more complex and dynamic than building a house. But by following these steps, you can succeed. Good luck!
- 39. © Optoro, Inc. 2016 Questions? Workplace Culture: Fad or Strategic Advantage? Emily Holland White emily@optoro.com
- 40. © Optoro, Inc. 2016 Seeded Questions 1. How can we ensure engagement is consistent across departments? 2. When building influence, what is the best way to foster relationships with senior management? 3. How can we uphold the integrity of the data we collect?
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- 42. #WFwebinar Sponsored by Register for the next Webinar! Growing Pains for Human Resources Wednesday, September 21, 2016 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Workforce Webinars at events.workforce.com/webinars OR click the icon on the widget bar!