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How to Create and Measure the Impact of Your Company Culture

As a business leader, it doesn't matter if you have a 10 person team or a team of 10,000, cultivating a strong company culture that reflects your core values is imperative to your Associate’s engagement, their connection to the company’s mission, and their performance. In order to fully understand the impact of your company culture, finding ways to track and measure your efforts will allow the company to understand just how effective those efforts are. Those in the workforce today are not only drawn to companies who have a strong workplace culture, but they are usually specifically looking for a company that prioritizes their investment in their Associates. According to a 2016 Gallup survey, millennials value development more than other generations in the job market and is a top factor when it comes to attracting and retaining great talent.

If you have a poor company culture and are looking for ways to revitalize what you are currently doing, here are four key elements that will help fill the gaps within your company’s approach to establishing a strong workplace culture.

Target and Measure Company Investments

For a company of any size, it is important to prioritize investments in order to have a successful business model that provides in-demand services for a profit. However, your Associate's professional development deserves to be approached with the same care and needs to be seen as an important investment. Professional development is a tangible asset, much like real estate or technology. Finding ways to connect to your Associates as a whole and supporting their professional development within the industry your organization serves is a priceless investment.

Associates are an asset to a company’s success, and when professional development is prioritized and the leadership pipeline within your company is strong, Associates will not only be highly engaged, but their commitment to the company mission and the work they do every day will be seen and felt in their job performance. Even though engagement efforts were different in 2020 when compared to years past due to the ongoing COVID-19 pandemic, our team at Signature Performance knew it was imperative to find a healthy balance of transparency and empathy in our internal communication efforts. Prioritizing this communication approach allowed us to be effective leaders, not just within the healthcare industry, but to each and every one of our Associates during a time of stress and uncertainty.

According to a 2020 Gallup survey, only 36% of employees nationwide were classified as engaged at work. Through internal engagement surveys conducted this past year, it highlighted that 81% of Signature’s workforce were classified as highly engaged at work. Companies with highly engaged Associates show lower absenteeism, lower turnover, and higher overall productivity, according to Gallup.

These kinds of results have all been experienced throughout Signature’s tenure.


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