An organisation exist but to grow and expand. This advancement develops layers upon layers in an organisational structure – which means more people with different behaviour patterns across all levels.
A cohort of this sort becomes a challenge when the company faces differences in behaviour and fissures in perspectives amongst its ranks. Though a natural phenomenon, getting all its people- from senior management to the front line- together for a unified goal along with their differences becomes an imperative factor.
How Can A Company Achieve This?
Get to Know Your Employees Better
Understanding and knowing your people isn’t about validating them via conversations. It is about digging deeper into insights of how they feel about their work environment. So how does a company work this out?
A one-on-one talk session between top-level managers and employees, conducting regular skip-level meetings, and understanding key drivers through quantitative surveys are three methods. The information gathered through these methods gives a more or less accurate picture as to where employees stand in the organisation and their dispositions towards the workplace.
A prevalent term you would hear, ‘employee engagement’ is revered as the key not only towards high productivity and customer satisfaction but also as a trackable metric to administer annual employee satisfaction surveys. These surveys give team members an insight as to how engaged their employees are in the workplace.
For example, The People’s Operation at Google (formerly known as the HR) incorporated feedback to amend the various aspects of its people processes and aim to align them with its unique work culture. The result? The company reported a phenomenal increase in the average participation rate.
Collecting Feedback Regularly
Data is the new God and nothing, in fact, moves without one being able to quantify things. This is true for the People function as well. Being transparent and open about the way feedback is collected, understood and taken action upon, helps leaders of an organisation understand where their people stand and the way-forward when it comes to processes.