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Is Your Company Culture Helping or Harming Your Business?

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Is_Your_Company_Culture_Helping_or_Harming_Your_Business.jpgBy now, you’ve probably heard that company culture is an important factor in a business’ success. Company culture touches every aspect of the business. Work environment, expectations, goals, and more are all elements of company culture. With the right company culture, you can strengthen your business and help it grow. With the wrong company culture, the opposite situation could happen.

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So how can you tell if your company culture is beneficial for your business? There are some key signs to watch out for. If you notice any of these signs, your company culture is probably helping your business. If you don’t notice any of these signs, you may have some work to do.


You Have No Shortage of Qualified Applicants

People want to work for companies with great cultures. At these companies, employees get to feel like their work is important and contributing to the greater good. They get to have some fun at work and they’re not too stressed. If you always have extremely qualified candidates applying to your company, your culture may be attracting them.

Another clue is receiving a high number of referrals from your current employees. When people are unhappy at work, they don’t refer their friends and acquaintances to the company. However, when people love their work and the environment at the company, they’re encouraged to help their friends get hired.


Employee Turnover Is Low

There are many reasons why employees leave jobs, and culture is one of them. If the company culture is toxic, employees will be unhappy and unmotivated. Instead of staying in that environment, they’ll be encouraged to start looking for work elsewhere.

In companies with a good culture, the opposite happens. Employees are happy with the work environment and remain in their current jobs.


Employee Engagement Is High

Engaged employees are enthusiastic about the work they do. They’re committed to their employers, and they feel good about coming to work every day. A strong company culture can help employees feel this way. That’s because employees in these environments know they’re heard and valued. They know they have opportunities to contribute and make a difference. They know they can develop in their roles and find tasks to get excited about.

To learn about employee engagement in your company, you can measure engagement in real-time with surveys.


How to Change Your Company Culture If Necessary

If these situations don’t apply to your company, you may have a culture problem. Difficulty filling open roles, high turnover, and low engagement are all big warning signs of a toxic culture. Fortunately, company culture isn’t set in stone. You can change your culture and turn it into something more positive.

First, discover what aspects of your current culture aren’t appealing to your employees. Survey your employees about the current culture and look for patterns. Some problems may stand out. For example, you could discover issues with the work environment or with management’s expectations.

With this information in mind, determine a clear vision of your company’s ideal culture. This vision will help you stay focused as you make necessary changes. Create clear steps to take on the path to improving your company’s culture. These steps could include re-training your managers, re-arranging your office, or even re-working your benefits plan. The steps you’ll need to take will vary based on the problems you identified in your employee survey and your vision for the future.

A good company culture can help you grow your business, while a poor culture can hold back your business. To help your business reach its full potential, evaluate your culture, and if necessary, make changes to improve it.


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Margaret Reid

Margaret Reid

As the senior vice-president of Apri Insurance Services Inc., Margaret is a benefits consultant and manager of technical support. She has almost 40 years of experience in employee benefits as well as processing health and dental claims, benefits administration, and client service and groups sales. Margaret worked at Crown Life, a major insurance carrier, for 20 years, then worked at CG&B as the manager of their group department. She moved to B.Comm Financial Insurance Solutions in 2007, which merged with several other benefit consulting companies in 2011 to create Apri Insurance Services Inc. Margaret has unintentionally followed in her father’s footsteps. He was a group sales rep with Crown Life when she was a child and helped her get her first job in group insurance, which led to her current career path.

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