Beneficial Culture & People Development

Danni Uglow • December 28, 2016

Over 90% of candidates in the 2016 iknowho candidate survey listed a beneficial culture as the highest priority when looking for a new role. Second only to development and growth.


Organisational Culture indirectly affects long-term success within a business as well as the bottom line. So how do you know if your culture is good, great or indifferent? How do you know if your culture is what’s affecting business? How can you check in with your organisational culture? Basically, you need to check in with your people.


Regular checks of your organisational cultural health will assist in early problem detection and can assist you in taking action before the problem becomes endemic, with some serious side effects.

 

So what are the metrics to check on?


Transparency – How transparent are you with the broader team? Are you sharing organisational goals and what success means with more than the exec or leadership team?


By sharing your direction with your team, they are able to see how their contribution adds value to the businesses success, and thus feel valued themselves. Valued employees are happier, more productive and more effective.


Clarity – Has the business clearly defined its structure and direction? Is the structure clear yet fluid enough not to impede growth and opportunity? Does the team understand the purpose of the structure? A structure that can move with the business provides support rather than barriers.


Happiness – Happy employees want to work, they want to deliver results and they want to put in the additional effort to achieve for both themselves and the business. High productivity and fun social events that don’t feel like a chore this dimension of your culture is positive.


Addressing Issues – Is the culture solutions focused? Does the leadership team sit up when they hear about problems or issues in the business? Does everyone in the business feel comfortable raising issues? Are team members encouraged to bring suggestions or solutions to the table? A problem focus or head in the sand approach will result in negative energy within the business.


Carpe Diem – Lined to solutions focus, is the business ready to seize opportunities? Do the team spring into action when approached with something new to try? Are they willing to take on that little bit extra, to drive innovation, to be a leader rather than a follower? A team that is always looking ahead demonstrates a team that want to be actively involved.


Growth & Development – Does your business engage the employees with development plans and growth opportunities? Continual learning is essential for any high performing person – the ones you want in your business! Offer them opportunities to learn on the job, provide mentor and coaching opportunities and take an interest in their continued development.


Diversity – No culture is complete without diversity. The input of different points of view, derived from different experiences in life is essential for a business to be rounded. If everyone you employ is a carbon copy or a mini-me of the exec team the outputs will be one dimensional, and fantastic employees will become disenfranchised. Embrace and celebrate diversity and the benefits it will bring your business.


This is not an exhaustive list of the contributors to a great organisational culture but measuring the above is a great start. Give your business an objective score out of 10 for each of the above, survey your current employees and build a picture as to the temperature of the culture and how your people feel about the business. Create a benchmark, set goals to improve and measure again. Culture is never a set and forget! If you want to retain the best people in your business, work with them, work for them!


If you believe in your culture and your people, now is the perfect time to put it to the test. AdNews Agency of the Year awards announced the launch of its People & Culture Award for 2016, their 30th Anniversary Year. iknowho is proudly sponsoring this award in its foundation year. Entries are open until 18th January 2016. Click here to head to the AdNews Awards ENTRY KIT.

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Personally, it was such a lovely moment to be recognised amongst such a talented group of people who have come from different backgrounds and corners of the globe. Having diversity in career paths and experience is so important for our industry to bring fresh perspectives and thinking – it only benefits the work, the people who make it and the people who see it. It was actually this time last year, seeing the finalists and the stories from past winners that inspired me to enter - I turn 30 this year so I figured if not now, when! What did you learn throughout the process of applying and what advice would you give to others looking to participate next year? Also, how did your agency help to support you in the process? I really enjoyed the process of applying and the moment of reflection it gave me on my career to date. So often I’m looking ahead to the next thing and don’t take the time to reflect on what I have achieved already. As someone who can be very hard on themselves, it was a really eye-opening and rewarding process to take part in. The 3 pieces of advice I would give to others looking to participate next year would be: 1: Think about the narrative you want to land from the start and how you weave that narrative through your response to the questions and constantly re-enforcing your point. 2: For me, it helped to get everything down on paper and then treat it as a bit of a creative review to condense and tighten (my first draft was 9 minutes long!) 3: Lean on those around you for their advice and point of view, you can get stuck in your own head when it comes to the submission, so it’s good to have those around you to offer that fresh perspective. I work with some very talented people who were extremely generous with their time not only offering me their advice and feedback but also their videography and editing skills to give my submission that final polish – it takes a village! There is no doubt that being a finalist helps elevate your profile, what other benefits do you see from being shortlisted and are there any other awards in your sights for the future? Not being from here it can be a little bit harder to “break into the industry” and make a name for yourself, as an expat I have found it hugely beneficial in that respect. Even this opportunity from the team at iknowho to do this profile piece has been really valuable and a great privilege that I don’t take for granted. In terms of personal awards, there’s nothing specific that I have my sights set on in the immediate, but I am open to whatever opportunities come my way. Forbes 30U30 would be a good one but I would want to get busy! What’s next for you, where do you see yourself in five years? Anyone who knows me has heard me say I want to be on that stage in Cannes.. so hopefully that will have happened. With the world we’re living in right now and the constant conversation around the value of creativity (which I believe is not only monetary, but also the value it provides to society) I’m driven by the opportunity to create something that people really connect with and makes a lasting impression in the world.. whether that’s as simple as just making people smile or changing societal behaviour for good - the pursuit of that is what drives me. I’m energised by working with likeminded people who share my ambition but not always a similar point of view. I love the process of sharing those different points of views and different ways of thinking and what brings to fruition. That to me is what makes the industry we work in so interesting and one I love being a part of. 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