What do Microsoft, Spotify & ASDA have in common? They’ve all announced permanent policies for flexible workplaces. Research from the International Workplace Group from September shows that employees’ priorities have shifted, citing that they would forgo a 10% pay rise in favour of retaining the option to work remotely. Spotify’s My Work Mode was created so “our employees will be able to work full time from home, from the office, or a combination of the two. The exact mix of home and office work mode is a decision each employee and their manager make together.”
Whilst hybrid working is definitely at the top of everyone’s agenda in 2022… what else can you do to deliver an environment that creates a happier and healthier on/offline environment for your employees?
The importance of company culture
As the workforce gets younger and priorities move from job security to work/life balance, organisations are slowly realising the growing importance of factors such as brand reputation, company values and culture, in a candidate’s decision making process – whether a new recruit or a long term employee. We buy into brands that match our personalities and seem to share our view of the world and we’ll continue to buy from them while they deliver on those perceptions. This holds true whether the brand in question is a cup of coffee or our next employer.
Leading by example
Management styles and structures go along way to creating and establishing company culture. Big companies have policies and procedures to help employees know what’s expected of them and present a united face to the world.
In smaller companies, hierarchical structures are alive and well and culture often evolves around the beliefs and expectations of those at the top. In such environments you’re more likely to find extremes, from extroverted start-ups where anything goes to ‘old school’ behaviour, thinly disguising discrimination in all its forms.
The New York Times cited that, “52 percent of women have experienced some form of harassment or microaggression in the past year, ranging from the belief that their judgment is being questioned because they are women to disparaging remarks about their physical appearance, communication style, race, sexual orientation or caregiving status,” according to a Deloitte survey called Women at Work: A Global Outlook.
With all of our new working arrangements, it’s important the leadership considers refreshing or even setting expectations with your team, publicising the relevant reporting procedures and is always responsive towards employees.
Industry plays its part in company culture too. Agencies tend to be more autonomous, bound by tight knit teams who develop their own code of conduct. Employees might work late nights and through weekends to meet client needs but the culture of competition and mutual support inspires loyalty rather than revolt. Financial Services and law firms are normally quite reserved, while fashion houses and publishers exude an entirely different atmosphere. Each needs to resonate with employees that can perpetuate the culture within – not just knowing the brand, but being the brand.
Richard Branson tweeted, “Respect is how to treat everyone, not just those you want to impress”. In an increasingly competitive market to retain the best talent, companies need to build trust above all else or risk the long lasting brand damage of employees making their frustrations public.
Denholm help shape company perceptions every day. We know how company culture affects perceptions and work closely with candidates and clients to ensure best fit on personality as much as qualifications. Established skills hunters, Denholm educate and guide throughout the recruitment and selection process.
ARE YOU READY FOR THE HYBRID REVOLUTION?
Download our guide to find out how top companies are using hybrid working as an opportunity to accelerate their strategic plans and re-define roles to ensure success.