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10 Defining Factors of Strong Organisational Cultures

Organisational culture isn’t always well understood and can easily be downplayed – or even overplayed – in the role it holds. When it is clearly known, culture becomes a true ecosystem that drives performance – a place where employees understand, and want to play by, an organisation’s way of being.

Our culture slideshow includes some compelling research into culture and employee engagement. It then covers our 10 core defining factors of a strong culture.

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10 Defining Factors of Strong Organisational Cultures

  1. 1. © Carroll Consulting 2017 10 defining factors of strong cultures > carrollconsulting.com.au © Carroll Consulting 2017
  2. 2. © Carroll Consulting 2017 Culture is formed by values, behaviours & actions
  3. 3. © Carroll Consulting 2017 Culture is deeply held …but in organisations, it’s not always well understood
  4. 4. © Carroll Consulting 2017 It’s often downplayed – the ‘soft’ factor – or overplayed – the scapegoat for poor performance …or poor anything really
  5. 5. © Carroll Consulting 2017 And it’s a core driver of the way employee engagement is andunderstood empowered
  6. 6. © Carroll Consulting 2017 Top employee engagement conditions: -77% relationships with co-workers -77% opportunities to use skills & abilities -76% meaningfulness of their job Employee Job Satisfaction and Engagement, SHRM, 2016
  7. 7. © Carroll Consulting 2017 “Business/work units scoring in the top half on employee engagement nearly double their odds of success compared with those in the bottom half” The Relationship Between Engagement at Work and Organizational Outcomes, 2016 Q12® Meta-Analysis: Ninth Edition, Gallup, 2016
  8. 8. © Carroll Consulting 2017 “Those at the percentile have times the success rate of those at the percentile” The Relationship Between Engagement at Work and Organizational Outcomes, 2016 Q12® Meta-Analysis: Ninth Edition, Gallup, 2016
  9. 9. © Carroll Consulting 2017 Median difference between top and bottom quartile units: 10% better customer ratings 17% higher productivity 21% higher profitability 28% less shrinkage 40% fewer defects 41% lower absenteeism 59% less turnover 70% fewer safety incidents The Relationship Between Engagement at Work and Organizational Outcomes, 2016 Q12® Meta-Analysis: Ninth Edition, Gallup, 2016
  10. 10. © Carroll Consulting 2017 “ of organisations cite culture and engagement as one of their top challenges” Global Human Capital Trends 2015, Leading in the new world of work, Deloitte, 2015
  11. 11. © Carroll Consulting 2017 So what makes up culture in an organisation?
  12. 12. © Carroll Consulting 2017 It’s not about whether you have jeans Friday Nor whether you’re cool or old-school Nor whether everyone is ‘so happy’
  13. 13. © Carroll Consulting 2017 And it’s unique, so it’s not about ticking boxes because what works in one organisation may not in another
  14. 14. © Carroll Consulting 2017 It’s an where employees understand – and want to play by – an organisation’s way of being ecosystem
  15. 15. © Carroll Consulting 2017 As we see it, there are core defining factors of a strong culture
  16. 16. © Carroll Consulting 2017 that inspires and motivates Vision
  17. 17. © Carroll Consulting 2017 People understand they are involved in something bigger than themselves and know how their role plays a part
  18. 18. © Carroll Consulting 2017 that are real Roles
  19. 19. © Carroll Consulting 2017 People have specific roles that are expressly known – and they are clear on what they need to do to be successful
  20. 20. © Carroll Consulting 2017 that are understood Behaviours
  21. 21. © Carroll Consulting 2017 People know the behaviours that are acceptable and those that are not
  22. 22. © Carroll Consulting 2017 that creates freedom Empowerment
  23. 23. © Carroll Consulting 2017 People are free to make decisions, encouraged to share ideas and empowered to innovate, even if challenging the status quo
  24. 24. © Carroll Consulting 2017 that creates a safe place Trust
  25. 25. © Carroll Consulting 2017 People contribute without fear of rejection if they ‘fail’ and are corrected with respect if they make a mistake – because the focus is on improvement
  26. 26. © Carroll Consulting 2017 that supports mastery Development
  27. 27. © Carroll Consulting 2017 People have a development plan that is supported by their manager, setting a stimulating path of learning and growing
  28. 28. © Carroll Consulting 2017 that’s authentic Recognition
  29. 29. © Carroll Consulting 2017 People understand the value of their contribution and are acknowledged and rewarded for it
  30. 30. © Carroll Consulting 2017 that are meaningful Relationships
  31. 31. © Carroll Consulting 2017 Colleagues don’t have to be mates, but there are genuine friendships at work
  32. 32. © Carroll Consulting 2017 that adds value Collaboration
  33. 33. © Carroll Consulting 2017 Work within teams is based on a true desire to support and collaborate
  34. 34. © Carroll Consulting 2017 that care Leaders
  35. 35. © Carroll Consulting 2017 Leaders show a genuine interest in their teams and their satisfaction and play to the strengths of their people
  36. 36. © Carroll Consulting 2017 The key…
  37. 37. © Carroll Consulting 2017 Know your culture, because that’s how you’ll find people who’ll thrive there and add immense value in return
  38. 38. © Carroll Consulting 2017 Thanks for reading ROLE FIT | CULTURE FIT | PEOPLE FIT For more on recruitment with a difference, please contact us today carrollconsulting.com.au

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