Software Advice, a leading provider of research for software buyers, recently published a report which analyzed definitions of company culture from 886 respondents to determine the values and behaviors job seekers look for in potential employers. The research turned up some interesting stats on the way your potential talent pool views company culture.
Many companies identify a great corporate culture as a strategy to attract and retain their employees, however, the survey identified that the way individuals define culture is quite different from person to person. Common definitions provided include descriptors such as casual, family-oriented and, of course, fun. What’s interesting in the survey findings is that while 11% of respondents indicated that a fun office environment would convince them to apply, 30% of respondents said that they’d be most likely to apply at a company that values honesty and transparency.
In our work at Blu Ivy Group, we have collaborated with a large number of organizations on their culture strategies and this research reflects what we know to be true – flavour of the month perks don’t build culture, strong relationships rooted in honesty and integrity do. A fun workplace might be nice, but it may not provide the appeal to attract and retain the talent you need. Instead, candidates would be more likely to apply to a company that builds trust and provides transparency in communication with their employees.
Building a culture of transparency and reinforcing consistent behaviour can be challenging. Ensuring that all your organizational actions and interactions will support those values consistently sounds simple, but is not always easy. Leadership development experts recommend starting small: company leaders can start by being honest and transparent in each and every team meeting, email and conversation with employees. Provide information in a timely manner, share the facts and address issues in a straightforward manner. Consider that trust is difficult to rebuild once broken, so make every effort to provide honest dialogue to your employees, even when circumstances are less than ideal.
A small percentage (4%) of survey respondents indicated that they didn’t know or didn’t care what ‘culture’ meant – which means the lion’s share of potential employees will be influenced by their perception of your company culture. Your employer brand will prompt candidates to apply to your company, if your cultural values reflect those of the candidate. Give your target audience the ability to make an informed decision about how they will fit into your organization – candidly share what makes your culture great and be unequivocally proud of your unique attributes to find the best fit in your future talent.