Simply put, your workplace culture is the set of values and objectives that drive your company and define its growth.
While the right workplace culture and aspirations can help your business thrive, boost employee engagement, and enhance productivity, a toxic culture can negatively impact employee morale, job satisfaction, and increase turnover rates.
And that is why, building a culture of health and wellness at the worksite is important, ensuring the entire workforce is aligned with the same set of actionable business development goals.
Why You Need A Strong Working Culture?
Every organization has its own workplace culture that impacts workforce interaction and organizational productivity. A positive workplace culture boosts creativity and engagement, whereas a toxic culture, may hinder the workmanship, forcing them to leave the job for a better company that values its workforce.
So, essentially, building a strong and healthy culture of work should be the topmost priority to ensure workplace wellness and employee productivity.
A strong and positive workplace culture impacts various facets of your organization, including employee engagement, retention rates, morale, satisfaction, and also the financial aspects.
Reduced Absenteeism Rates
A happy workplace is where employees enjoy their work, are more focused on their goals, and engage well with their colleagues. And so, it makes sense that a happy workplace will have lesser absenteeism rates. Lower absenteeism rates imply better productivity and business outcomes.
Employee Turnover Rates
Having a toxic workplace culture may push the employees to leave the company and move on to a better organization that values their interests and ideas. A strong workplace culture ensures that the employees are satisfied with their work responsibilities, enjoy their work, and feel good about working in the company.
Recruiting Skilled Employees
Employees nowadays are looking to choose an organization that not only helps with their career growth, but also values workforce interests, seeks feedback, and considers employee health and wellness. As a company that promotes a healthy workplace culture, your chances of attracting skilled employees and retaining them is higher.
Business Growth and Client Satisfaction
As the internal culture of the workplace improves, it reflects in the overall organizational productivity and external business relationships. Be it with the clients, stakeholders, partners, or other business-related connections, a positive and fruitful workplace culture is bound to impact all relations and productivity.
The 4C Model for Workplace Surveys
Building a strong and positive culture at the workplace lays the foundation for a successful business and gives your company an advantageous edge over your competitors. The best way to create a healthy culture at the workplace is by identifying and working on building aspects that encourage positivity and motivate the workforce, and surveys are one of the most reliable means to know what your employees want.
An employee engagement survey can help you identify the interests and requirements of your workforce. However, you need to create the survey itself after giving it a lot of thought.
Here is the 4C model to create a survey that classifies subconscious factors affecting workplace wellness and employee engagement.
The 4Cs stand for – Cognitive, Capability, Connection, and Confidence. The 4C survey model supposedly gives insights into the reasons for the lagging behavior and downfall of employee productivity. Based on this model, employers can create their employee engagement surveys that focus on all the 4Cs.
- Cognitive – The questions in the Cognitive area will focus on the employee’s cognition, i.e., what they think is their role, performance, or relationship with the company and co-workers.
- Capability – This area focuses on the employee’s approach to the resources and support available for them to improve their skillset and knowledge. Also, it will help in knowing if the employees have the required skills needed to do their job efficiently.
- Connection – This area explores the employee’s connection with the company and amongst the co-workers. The questions in this area will focus on employee attention, the scope of improvement, status, and social connection within the company.
- Confidence – This area helps to know the problems and risks associated with employee health, engagement, retention, and identify the warning signs that call for support. The questions focus on employee health and safety at the workplace, mental headspace, work pressure, burnout reasons, and control over their work.
How to Improve Employee Engagement Survey Response Rates?
- Planning – Chalking a plan well ahead is vital to conduct employee engagement surveys. Take time to understand the processes, systems, and what you need to know from the employees, partners, and clients. Create excitement around the survey so that everyone looks forward to it.
- Define Your Goals and Intentions – You must have a clear idea of why you are conducting the survey – what are the problems you are trying to get an insight into; Are you willing to work on the feedback; and so on. With clear goals and objectives, you can ask relevant questions in the survey and look for appropriate opportunities to improve or resolve them.
- Privacy and Confidentiality – The most common reason why most employees do not participate or give honest feedback in surveys is because of the fear of organizational repercussions. By creating anonymous surveys, you can ensure that the company is genuinely interested in knowing the setbacks and is looking for honest feedback to address the issues. This anonymity and privacy will ensure accurate answers and higher participation rates.
When employees know that they and their interests are valued and prioritized, it boosts their morale and trust with the organization, reflecting in higher employee engagement, productivity, and retention rates, thus, building a healthy and strong workplace culture.