How to revamp your company culture during the big quit

It’s 2022 and the Great Resignation continues to unfold. More than 47 million professionals voluntarily quit their jobs in 2021, and the trend continues. As workers seek more flexibility and support for mental well-being as well as a stronger sense of purpose and personal fulfilment, you can be sure your business will be affected in one way or another. another one.

If you haven’t received a letter of resignation yet, don’t make the mistake of deeming your company exempt. Your employees could still be disengaged or dissatisfied, which is bad for business even if you keep the same team. Additionally, any negative undercurrent could make it difficult for future new hires to blend into your company culture.

Take the big quit as a wake-up call to ensure your work culture is strong, well-defined, and consistent to retain top performers and attract new workers who will fit in from the get-go. While this won’t make your organization completely quit-proof, the effort will go a long way to ensuring great workers don’t leave too soon.

Below are some strategies for honing your company’s unique culture so that your employees are satisfied – and stay happy and engaged – throughout their work lifecycle.

1. Refresh your company language.

Think about your group of family and friends. You probably use special words and phrases around each other that strangers don’t understand. The longer you stay with the same group of people, the more likely you are to develop common lingo and communication styles.

Now apply this idea to your business and your colleagues. What language do you use with your colleagues? Do the words or phrases reinforce or detract from your cultural goals? For example, let’s say you want to be more compassionate with customers. When you allow employees to use negative language to talk about customers, you establish a cultural disconnect. When your employees are in this mindset, they could inadvertently harm your digital engagement. Ask trusted team members to help you identify and, if necessary, rearrange your language so the words you use don’t conflict with the company vibe you want.

2. Ask the right interview questions.

Hiring and recruiting are key aspects of sustaining corporate culture over the long term. Bringing up the culture before offering a job offer eliminates the financial, productivity, and internal morale risks associated with not-so-great hires.

“When I’m in the hiring process, I tend to use at least one screening question that asks the interviewee to describe which of our values ​​they feel most aligned with and why.”

Sarah Hawley, CEO and Founder of Growmotely, wrote in an article for Entrepreneur. “It’s a great way to know if they will fit into our culture and our mission, and also how well they understand who we are.”

3. Live your company culture.

Most of us have known leaders who follow the mantra “do what I say even if I don’t do it too”. This is a source of problems, especially when trying to establish and maintain a healthy corporate culture. If you don’t lead by example, you can bet your employees won’t either.

Essentially, everything you say and do at work should positively reflect the culture you hope to build and sustain. As business leader and advisor Julian Lute wrote in a blog post for Great Places to Work: “If integrity is a core value, make sure everyone knows what it means to ACT with integrity. If transparency is a core value, be sure to show what transparency looks like. »

4. Set goals and celebrate victories.

It’s easier to move your culture forward when everyone is pulling in the same direction. One method of getting everyone on the same page is to set corporate, departmental, and individual goals. Aim to ensure that goals are both SMART (specific, measurable, achievable, relevant and timely) and culturally aligned.

As you and your colleagues reach each milestone, reflect on how far you’ve come. Remember that even if you don’t exactly achieve your goals, you can still learn from the journey. Plus, you give yourself the opportunity to set new goals based on old ones, which can help establish a culture of continuous learning and celebration. This type of culture can also help motivate and engage employees; McKinsey & Co. research shows that 70% of professionals say their job defines their purpose. Be sure to highlight your workers’ goals as they progress towards and beyond the goals.

The Great Resignation may seem like an imminent destructive force, but it doesn’t have to be. Take advantage of this historic moment to revitalize your company culture. When you do, you will position your organization to emerge from this era stronger and more focused than ever.