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5 Ways to Build a Strong Company Culture and Retain Loyal Employees

 
In our previous blog, we did a Q&A with our CEO, Nick Price, and Sales Director, Kane Webster about how Bright Purple built a great culture amid the Great Resignation while also retaining and attracting staff to the organisation.
 
But how did you build a successful company culture?
 
In this blog, we outline the characteristics of successful company culture and how this can help organisations retain loyal employees and avoid staff turnover.
 

Inside the Culture of Top Tech Companies

If you pay attention to successful Tech companies like Apple, Google, Netflix, Microsoft, Meta, or Amazon, the common thread you would find is their company culture.
 
The leaders have embraced culture as a way to draw the best people and all its employees are aligned with the company’s vision and mission.
 
A united workforce is a productive workforce.
 
Employees who feel empowered by the culture have a sense of belonging within the organisation, thus willing to go the extra mile to deliver on the company’s overarching goals.
 
According to Deloitte’s Core Beliefs and Culture Survey, 94% of executives and 88% of employees believe a distinct workplace culture is important to business success.
 
A study carried out by Harvard Business School Professor James Heskett found that a strong company culture can improve a company’s performance by as much as 30%.
 
Companies with strong organisational cultures perform better than their competitors.
 

3 Tech Companies with Great Workplace Culture in 2022

As a tech recruitment agency, it got us thinking, which tech companies have a great culture and what can we learn from them. This is what we found:
 
 
 
 
 
Google’s ambitious attitude towards “work hard and play hard” is evident throughout its grounds and philosophy.
 
Google offers a plethora of employee perks including, free food, free health and dental care, free haircuts, free dry cleaning, napping pods, on-site gym and swimming pool, on-site doctor, and more.
 
 
 
 
 
 
 
 
Adobe fosters a people-based approach to business and is committed to making employees feel happy, appreciated, comfortable and excited to bring their best selves to work.
 
Adobe has beyond generous employee incentives including, on-site cafes and yoga, paid vacations, and invests in employee development and corporate responsibility.
 
 
 
 
 
Microsoft culture is strongly philanthropic.
 
They offer on-site health and dental care, relocation bonus, on-site tire replacement, car wash/detailing, childcare reimbursement, free lunch and snacks, pet insurance, and an on-site gym and fitness classes.
 

Five Ways to Build a Great Company Culture in 2022

The tech industry is notoriously known for its high turnover rates. However, tech companies can improve staff retention by integrating employee-focused initiatives into their culture.
 
Below we summarise five ways you can engage your employees by instilling a sense of purpose and belonging throughout your organisation.
 

1. Workplace Culture

The pandemic brought conversations about mental health and well-being to the forefront.
 
It has become more important than ever to destigmatise mental health issues in the workplace and going forward, both physical and mental well-being must be a top priority in organisations. This means creating a culture where employees can openly speak or take a step back from work to focus on their mental or physical health.
 

2. Employee Benefits & Well-Being Need to be at the Forefront

Employees are no longer satisfied with working around-the-clock hours and being celebrated with ping pong tables and free Friday beers. They want their employers to invest in them just as much as they’ve invested their time and energy into the company.
 
In the past, benefits include health insurance or childcare. However, benefits now increasingly cover things like gym memberships, quarterly events, generous holidays allowance including your birthday off, and programs related to mental health.
 
A leader’s goal should be to avoid employee burnout and create resources that employees care about and would benefit from.
 
Benefits focused on employee well-being, such as providing access to counselling or paid time off can go a long way to engender greater loyalty in your workforce.
 
One thing to remember is that an employee benefits package should be relevant to your employees. For example, offering a cycle-to-work scheme is not useful for workers looking for remote opportunities.
 

3. Looking Beyond Monetary Compensation

People want to work for organisations where they have continuous opportunities to advance their careers.
 
Competitive salaries are important, but compensation encompasses more than just base pay.
 
A clear promotion structure and robust learning and development opportunities that enable employees to acquire new skills to advance professionally are equally important to the salary one earns.
 
Investing in expanding your employees’ skill sets will not only help them feel more empowered, but they’ll also have more tools to help your organisation – a win-win scenario.
 

4. Help Employees Build Community – Make an Impact Together

Businesses should have a purpose beyond profit and play an important role in addressing societal challenges like climate change.
 
People want to work for organisations that empower and enable them to play active roles in society.
 
People want to believe they are part of something meaningful, that they are contributing to a common purpose.
 

5. Trust Your Employees

It is unlikely businesses will ever fully go back to working in the office the way we worked pre-pandemic.
 
Organisations should develop hybrid work strategies that meet people’s needs. For example, fostering a better work-life balance that let employees choose where and how they work, giving people the time and space they need for their personal lives.
 

Key Takeaway

If employees are not satisfied, they are going to choose to leave!
 
Given workplace shortages, the power is now with the employee and no longer in the employer.
 
Organisations need to build a culture of belonging – a culture that embraces individual values and worth. A workforce that’s committed to the culture of the organisation has benefits for the company with respect to retention and productivity.
 
Put the people first and the profits will come.

 

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