Overview

Focus on starting to design and offer a mix of performance, career, wellness, social and community-focused initiatives.

For more detailed culture-enhancing tips based specifically on your answers, read on. A copy of your results and corresponding tips will also arrive in your inbox shortly.

Question 1

Does your organization have a defined culture strategy?

You said:

{{Answer01}}

Negative organizational culture results in lost productivity icon

Lost productivity due to [factors largely impacted by negative organizational culture] costs U.S. businesses in excess of $350 billion a year.

—Gallup

Tips

Question 2

Does employee behavior reflect your corporate mission statement?

You said:

{{Answer02}}

60%

46%

Only 60% of surveyed executives and 46% of managers “strongly agreed” that they know what their company stands for and what makes its brand(s) different from its competitors.

—Gallup

Tips

Question 3

Are corporate values clearly outlined and communicated to your employees?

You said:

{{Answer03}}

Less than half of employees (41%) know what their company stands for and what makes its brand different from its competitors'.

—Gallup

Tips

Question 4

How does your organization primarily measure employee engagement and/or organizational culture?

You said:

{{Answer04}}

Increasing employee engagement by just 1% = potentially $20M in income venn diagram

Increasing employee engagement by just 1% has the potential to unlock $20 million in operating income for a $5-billion organization.

—Aon Hewitt

Tips

Conduct surveys, polls, focus groups and interviews to gauge true perception.
Make sure your approach is non-threatening, i.e. employees can speak freely and honestly without fear of repercussion.
Act upon the feedback you’ve taken the time to gather. Not possible due to limitations like budget constraints? Take measures to acknowledge employees’ contributions so they know their feedback has been heard. And, consider a middle-ground solution that incorporates a portion of their feedback.

Question 5

How would you describe employee engagement levels?

You said:

{{Answer05}}

70%

As of February 2017, 70% of U.S. workers were not engaged at work.

—Gallup

Tips

Question 6

Do employees feel valued and have a shared purpose or intent?

You said:

{{Answer06}}

Nearly half of American workers (48%) never feel appreciated at work.

—Monster

Tips

Question 7

Does your organization have a high level of absenteeism?

You said:

{{Answer07}}

$227B

“Lost productivity” from employee absenteeism costs the U.S. economy $227 billion a year.

—The Integrated Benefits Institute

Tips

Question 8

Does your organization see higher than average employee turnover?

You said:

{{Answer08}}

Engaged employees give 57% more effort icon

Engaged employees are 87% less likely to resign stat icon

Engaged employees give 57% more effort and are 87% less likely to resign.

—Aon Hewitt

Tips

Question 9

How would you assess your employees’ access to and easy use of HR technology?

You said:

{{Answer09}}

42% of organizations plan to increase their spend on HR technology icon

42% of organizations plan to increase their spend on HR technologies through 2017.

—Sierra-Cedar

Tips

Question 10

How would you describe customer satisfaction scores?

You said:

{{Answer10}}

Highly engaged business units increased sales and customer metrics icon

In a 2016 study, highly engaged business units achieved a 10% increase in customer metrics and a 20% increase in sales.

—Gallup

Tips

Question 11

What types of employee programs does your organization offer?

You said:

{{Answer11}}

The perceived effect on employee engagement, motivation and satisfaction improves as more result-driven recognition programs are used.

—WorldatWork

Tips

Create a steering committee to identify, manage and measure employee offerings from a big-picture perspective. Consider including roles from a variety of areas within the organization.
As you work toward building your offering, focus on creating a strong mix of performance, career, wellness, social and community-focused initiatives. For example, sponsor membership in professional membership organizations for career support, and offer a weekly or monthly on-site yoga class over the lunch hour to support physical wellness.

Question 12

Which of the following topics does your organization communicate on regularly?

You said:

{{Answer12}}

Employees who didn’t have a clear understanding of the benefits provided to them were 20% less likely to be engaged than employees who did.

—Quantum Workplace

Tips

First, ask yourself why you’re not communicating. Are there no opportunities to communicate, or are you just not promoting the ones that are available?
Then, design an annual campaign plan that strategically times messaging and allows employees to get the right amount of and exposure to necessary information.
Don’t communicate just to communicate. Ask, “Is this communication timed correctly and is it on message?” If not, it may not be necessary and may be one less distraction in an employee’s inbox.

Question 1

Does your organization have a defined culture strategy?

You said:

{{Answer01}}

Lost productivity due to [factors largely impacted by negative organizational culture] costs U.S. businesses in excess of $350 billion a year.

—Gallup

Tips

Question 2

Does employee behavior reflect your corporate mission statement?

You said:

{{Answer02}}

60%

46%

Only 60% of surveyed executives and 46% of managers “strongly agreed” that they know what their company stands for and what makes its brand(s) different from its competitors.

—Gallup

Tips

Question 3

Are corporate values clearly outlined and communicated to your employees?

You said:

{{Answer03}}

Less than half of employees (41%) know what their company stands for and what makes its brand different from its competitors'.

—Gallup

Tips

Question 4

How does your organization primarily measure employee engagement and/or organizational culture?

You said:

{{Answer04}}

Increasing employee engagement by just 1% has the potential to unlock $20 million in operating income for a $5-billion organization.

—Aon Hewitt

Tips

Conduct surveys, polls, focus groups and interviews to gauge true perception.
Make sure your approach is non-threatening, i.e. employees can speak freely and honestly without fear of repercussion.
Act upon the feedback you’ve taken the time to gather. Not possible due to limitations like budget constraints? Take measures to acknowledge employees’ contributions so they know their feedback has been heard. And, consider a middle-ground solution that incorporates a portion of their feedback.

Question 5

How would you describe employee engagement levels?

You said:

{{Answer05}}

70%

As of February 2017, 70% of U.S. workers were not engaged at work.

—Gallup

Tips

Question 6

Do employees feel valued and have a shared purpose or intent?

You said:

{{Answer06}}

Nearly half of American workers (48%) never feel appreciated at work.

—Monster

Tips

Question 7

Does your organization have a high level of absenteeism?

You said:

{{Answer07}}

$227B

“Lost productivity” from employee absenteeism costs the U.S. economy $227 billion a year.

—The Integrated Benefits Institute

Tips

Question 8

Does your organization see higher than average employee turnover?

You said:

{{Answer08}}

Engaged employees give 57% more effort and are 87% less likely to resign.

—Aon Hewitt

Tips

Question 9

How would you assess your employees’ access to and easy use of HR technology?

You said:

{{Answer09}}

42% of organizations plan to increase their spend on HR technologies through 2017.

—Sierra-Cedar

Tips

Question 10

How would you describe customer satisfaction scores?

You said:

{{Answer10}}

In a 2016 study, highly engaged business units achieved a 10% increase in customer metrics and a 20% increase in sales.

—Gallup

Tips

Question 11

What types of employee programs does your organization offer?

You said:

{{Answer11}}

The perceived effect on employee engagement, motivation and satisfaction improves as more result-driven recognition programs are used.

—WorldatWork

Tips

Create a steering committee to identify, manage and measure employee offerings from a big-picture perspective. Consider including roles from a variety of areas within the organization.
As you work toward building your offering, focus on creating a strong mix of performance, career, wellness, social and community-focused initiatives. For example, sponsor membership in professional membership organizations for career support, and offer a weekly or monthly on-site yoga class over the lunch hour to support physical wellness.

Question 12

Which of the following topics does your organization communicate on regularly?

You said:

{{Answer12}}

Employees who didn’t have a clear understanding of the benefits provided to them were 20% less likely to be engaged than employees who did.

—Quantum Workplace

Tips

First, ask yourself why you’re not communicating. Are there no opportunities to communicate, or are you just not promoting the ones that are available?
Then, design an annual campaign plan that strategically times messaging and allows employees to get the right amount of and exposure to necessary information.
Don’t communicate just to communicate. Ask, “Is this communication timed correctly and is it on message?” If not, it may not be necessary and may be one less distraction in an employee’s inbox.

Overview

Does your organization have a defined culture strategy?

Lost productivity due to [factors largely impacted by negative organizational culture] costs U.S. businesses in excess of $350 billion a year.

Does employee behavior reflect your corporate mission statement?

Only 60% of surveyed executives and 46% of managers “strongly agreed” that they know what their company stands for and what makes its brand(s) different from its competitors.

Are corporate values clearly outlined and communicated to your employees?

Less than half of employees (41%) know what their company stands for and what makes its brand different from its competitors'.

How does your organization primarily measure employee engagement and/or organizational culture?

Increasing employee engagement by just 1% has the potential to unlock $20 million in operating income for a $5-billion organization.

How would you describe employee engagement levels?

As of February 2017, 70% of U.S. workers were not engaged at work.

Do employees feel valued and have a shared purpose or intent?

Nearly half of American workers (48%) never feel appreciated at work.

Does your organization have a high level of absenteeism?

“Lost productivity” from employee absenteeism costs the U.S. economy $227 billion a year.

Does your organization see higher than average employee turnover?

Engaged employees give 57% more effort and are 87% less likely to resign.

How would you assess your employees’ access to and easy use of HR technology?

42% of organizations plan to increase their spend on HR technologies through 2017.

How would you describe customer satisfaction scores?

In a 2016 study, highly engaged business units achieved a 10% increase in customer metrics and a 20% increase in sales.

What types of employee programs does your organization offer?

The perceived effect on employee engagement, motivation and satisfaction improves as more result-driven recognition programs are used.

Which of the following topics does your organization communicate on regularly?

Employees who didn’t have a clear understanding of the benefits provided to them were 20% less likely to be engaged than employees who did.

Does your organization have a defined culture strategy?

Lost productivity due to [factors largely impacted by negative organizational culture] costs U.S. businesses in excess of $350 billion a year.

Does employee behavior reflect your corporate mission statement?

Only 60% of surveyed executives and 46% of managers “strongly agreed” that they know what their company stands for and what makes its brand(s) different from its competitors.

Are corporate values clearly outlined and communicated to your employees?

Less than half of employees (41%) know what their company stands for and what makes its brand different from its competitors'.

How does your organization primarily measure employee engagement and/or organizational culture?

Increasing employee engagement by just 1% has the potential to unlock $20 million in operating income for a $5-billion organization.

How would you describe employee engagement levels?

As of February 2017, 70% of U.S. workers were not engaged at work.

Do employees feel valued and have a shared purpose or intent?

Nearly half of American workers (48%) never feel appreciated at work.

Does your organization have a high level of absenteeism?

“Lost productivity” from employee absenteeism costs the U.S. economy $227 billion a year.

Does your organization see higher than average employee turnover?

Engaged employees give 57% more effort and are 87% less likely to resign.

How would you assess your employees’ access to and easy use of HR technology?

42% of organizations plan to increase their spend on HR technologies through 2017.

How would you describe customer satisfaction scores?

In a 2016 study, highly engaged business units achieved a 10% increase in customer metrics and a 20% increase in sales.

What types of employee programs does your organization offer?

The perceived effect on employee engagement, motivation and satisfaction improves as more result-driven recognition programs are used.

Which of the following topics does your organization communicate on regularly?

Employees who didn’t have a clear understanding of the benefits provided to them were 20% less likely to be engaged than employees who did.

Interested in discussing a big-picture, long-term strategy for your organization’s culture?