Within businesses, we often see a notable gap between leaders’ perceptions of what their staff care about and what employees actually value.
As a result, not only are business leaders left detached from their employees, but they unintentionally create a misalignment of priorities, which, if not addressed can negatively impact the development of an effective organisational culture (organisational culture commonly refers to the shared values, beliefs, attitudes and behaviours that define how people work together within a company). In order to improve culture in the workplace and make long-lasting changes, leaders need to make a conscious effort to close this gap. The best, and most effective way to do this is through real human connection.
Business transparency
Transparency within the workplace is integral to the growth and success of any business, whether that’s through communicating business development, or changes to internal HR policies. It is a key communication tool often undervalued among leaders. Maintaining a culture of openness, authenticity and trust is the most effective way problems, if any, can be resolved. Employers could look to implement an open-door policy to listen to and address employee feedback, fostering transparent communication between both sides. In doing so, a business can build trust and create an environment where employees feel at ease sharing thoughts, ideas, and concerns, without fear of consequence.
To truly understand what staff want from their employee experience, leaders need to have a better understanding of their staff on a broader level. Regularly gathering staff input can significantly help to bridge the culture gap. This can be done in a number of ways including regular employee surveys, anonymous pulse surveys and focus groups that discuss individuals’ needs and perceptions.
Understanding employees’ strengths and areas for improvement also allows leaders to recognise development opportunities that align with their career aspirations and passions. By fine-tuning development initiatives to their needs, leaders can provide growth opportunities that are beneficial to both the employee and the organisation.
Prioritise flexibility
Flexibility has not always been as endorsed as it is in today’s working world. The pandemic propelled businesses into a new era, now known as the hybrid model. Introducing a new attitude towards flexible working can foster an environment that truly cares about employee satisfaction and wellbeing – listening to employees’ ways of working preferences. In turn, employees are likely to be more engaged and motivated, with their needs taken into consideration.
Flexibility in work arrangements is a fantastic way of improving work-life balance. Employees have greater control of their work and personal responsibilities and can manage it in a way that works best for them. This can also play a big part in attracting and retaining the best talent. In today’s climate, many prospective employees will take into account the flexibility on offer before applying for a job.
The importance of flexibility is also shown in the results of our recent survey. When asked what they enjoyed the most about working from home, almost one-fifth (18%) said they enjoy a better work-life balance. However, working just remotely isn’t the only answer. The value of human connection is still valued, with a huge 88% saying that they believe working from home is worse for meetings. This is further enforced by the fact that 90% of respondents find socialising with peers and the sense of community as the thing they enjoy most about the office, with half of respondents also saying that hybrid working helps them to be more productive.
For businesses to truly excel, closing the culture gap should be front and centre, to promote creativity within the workplace, without putting pressure on people who are concerned about how their opinion may be heard. Businesses that proactively seek to close the culture gap put themselves in a much stronger position, especially when it comes to attracting and retaining employees.
Rosie Hyam is people partner at Just Eat for Business
