Strengthening company culture
In a recent virtual panel discussion with LinkedIn, ‘Your Way Forward: Embrace change to create the future of work’, featuring experts from Deloitte, Mailchimp, and Amplify, the discussion focussed on strengthening culture. This insightful session highlighted some key focus areas for all companies to improve in the work environment, for the benefit of mental health, work/life balance, and performance.
The current situation
What is clear is that the pandemic brought to light several issues, including: inequity, burnout, and the importance of work/life balance. We are sadly still a long way from equitable workplaces, and mental health was impacted by not only the pandemic but, also, the huge rise in productivity that left many experiencing burnout. People are evaluating, or already evaluated, where when and why they work. This is certainly something we are seeing from candidates, which is covered in our purpose and joy article and, ultimately, employers will have to embrace change, or they will lose talent.
Hybrid 2.0
One suggestion, that was covered several times in this panel discussion, was the need for companies to evaluate policies and to be intentional about hybrid working. Hybrid 2.0 is said to be a focus for the next few years, where companies discuss why and when they meet, along with the purpose of coming together in the office. Which meetings should be virtual? How can employees be supported to achieve a work/life balance that not only improves wellbeing but also improves performance? In general, employee productivity has increased but this is perhaps not the best measure of performance, especially when it contributes to burnout. Instead, companies like Mailchimp are shifting from measuring outputs to measuring outcomes.
Trust and communication
Crystal Gaskin, Chief People and Culture Officer at Mailchimp said, “Trust is engendered when there is clarity of expectations. When employees have the flexibility to do the work the way they need to.” With clear expectations and measurables to satisfy accountability, all agreed that a key ingredient for any working environment is trust. This can be done without micromanagement, through monthly/quarterly check-ins and two-way communication, where employees are able to feedback. Ultimately, accountability and productivity should never be at odds with trust.
Belonging
A common goal is essential, along with inclusive leadership, but belonging is fostered through daily interactions within teams. LinkedIn reported that employees who feel a sense of belonging are more likely to stay in their roles. In fact, ‘People who don’t feel belonging are 50% more likely to leave’. Onboarding is especially important when people are joining remotely, but belonging is also very personal and requires feedback through lifecycle surveys.
Overall, the panel agreed that the world of work, pre-2020, has gone forever. Employees have choices. So, we should all focus on what we like about the workplace and let go of the rest, establishing a strong and trusting company culture that benefits all.
If you are looking to hire or feel ready to move towards the next stage in your career, please get in touch or connect with us/send a message on LinkedIn.
With warmest regards,
the Suzie Walker Executive Search team
Suzie Walker Executive Search is a firm of specialist headhunters with an expert team recruiting interim and permanent senior leaders for marketing and digital roles in consumer-facing FTSE 350 and private equity-backed companies. Find out how we can support you by connecting with a Consultant below.
