Company Culture Matters.

The term “company culture” refers to the values, beliefs, and behaviors that define an organization. Companies spend money on advertising, marketing, and other efforts to create a positive image for themselves. They also try to instill a sense of belonging among their employees by creating a friendly environment where people feel comfortable sharing ideas and opinions.

Whether some famous people in technology companies like Elon Musk believe in a positive company culture is another point entirely. But we aren’t the richest men in the world. So, what the rest of us need to do to become successful is focus on employee engagement, build trust with our employees, and be transparent about our values. These in more detail are:

Focus on Employee Engagement.

Employees who feel valued and appreciated are more likely to stay with a company than those who do not. This is because they will feel invested in the success of the business. In addition, when employees feel engaged, they are more productive and loyal to the company.

A study conducted by Gallup found that companies with high levels of employee engagement had higher profits, lower turnover rates, and better customer service. The study also showed that companies with low levels of employee engagement were less profitable and had higher turnover rates.

Increasing your employee engagement rates and employee retention was the reason we built Your FLOCK. 

Is Elon Musk caring about Twitter’s employee engagement rates or levels?

We don’t know. But he seems to destroy anyone or group that stands against him so perhaps not…

Build Trust with Employees.

Companies need to build trust with their employees. They must make sure that everyone feels valued and respected. If an employee does not feel valued, he or she will leave the company.

When companies create a positive work environment, they encourage people to be creative and innovative. The best companies understand that if they want to retain top talent, they must provide opportunities for growth and development. In addition, they should offer competitive pay and benefits.

Do you think the employees TRUST Elon Musk now more or less after all he has done?

Be Transparent About Your Values.

Employees who work at a company where values are clearly communicated tend to be more satisfied with their jobs than those who do not. This is because people understand what is expected of them and how they fit into the organization.

When employees feel valued, they are more likely to put forth their best effort. In fact, research shows that companies that communicate their core values to their employees are more successful than those that do not.

Elon has definitely communicated the difference in HIS VALUES with the original ones of the Twitter workforce. But it would be really interesting to see what his core values are. Twitter could use something like Your FLOCK the team engagement platform to help discover their company culture and employees inner values. 

Values and Elon Musk.

Which three top core values do you think he would have out of the nine below?

• Caring
• Teamwork
• Recognition
• Customer Focus
• Adaptability
• Autonomy
• Result Focus
• Professional Growth

We guess that perhaps caring would not be top of the list?

Want to find out what yours would be? Use Your FLOCK in your team.

Your FLOCK and our values system. That helps employee retention.

For the science behind Your FLOCK please follow this link or get in touch with us at [email protected] but here you go for our deeper definitions of each core value. Knowing each of these different values gives leaders more information to help them make better decisions to increase their employee retention. The above graphic is taken from our own CEO’s Your FLOCK profile…

The nine different values are: 

• Caring

Caring measures how people orient in respect to diversity, bias, inclusion, care and wellbeing.

A high value indicates you respect and protect all employees and customers. You also respect different points of view.

A low value indicates you feel getting the job done, is more important than getting it done correctly. You do not care about how jobs are achieved and interpersonal cost.

• Teamwork

Teamwork measures how important an empowering organisational climate that encourages collaborative working and sharing is to an individual.

A high value indicates you take ownership for actions as part of collaborative, high performing team. You thriving in the environment.

A low value indicates an individualistic approach. You focus on your own tasks above and beyond teamwork and co-working.

• Recognition

Recognition is the measure of how important the need for individual recognition is to you within any organisation.

A high value indicates recognition is important to you. Fair financial rewards may boost your motivation, engagement and performance.

A low value means you may not respond to recognition. Instead, you reward alone and may require other forms of motivation and activity to be fully engaged.

• Customer Focus

Customer focus is how important the customer experience in daily behaviours and interactions is to you.

A high value shows you actively understand what makes wining customers experiences. Plus, how you can contribute to the experience. Regardless of whether the job role is customer facing or internal.

A low value indicates you are not motivated by being strongly customer focused. Instead you prefer to focus on your job role and specific targets set by your organisation.

• Adaptability

Adaptability measures how important flexibility, creativity, speed and innovation is to you in the workplace.

A high value means you thrive in a faster-paced, innovative, and ever-changing environment.

A low value indicates you are driven by structure, processes and rules. Instead of flexibility, freedom and experimentation. You prefer being careful and predictable than pace and innovation.

• Autonomy

Autonomy measures how important leading at all levels in the organisation is to you. You are empowered and supported to contribute within and outside of your job role.

A high value indicates you are self-directed and will thrive in a flatter more empowering organisational structure. You can step-up and contribute beyond your job role.

A low value indicates you are driven by focus, governance, rules and structured management within your job role.

• Result Focus

Result Focus measures the importance of having goals and targets that are specific, measurable, relevant, achievable and time bound for any role, at all levels.

A high value means you are motivated by meeting or exceeding goals. This is through focus on clear deliverables within the job role, project or task being assigned.

A low value indicates that importance of outcome factors is reversed: i.e. process over output, relationship over task, project team over project deliverable.

• Professional Growth

Professional Growth measures how much you value an organisation that invests in their people. This could be to grow your knowledge, skills and behaviours in support of your contribution to business success. In turn, growth within the business.

A high value means you are primarily driven by accessing continuous development at work to help with your personal growth. You enjoy taking on broader activities, roles and responsibilities.

About Your FLOCK.

The Your FLOCK assessment measures each individual in Your team against nine core values of a company culture. The results create a culture map. This visualises Your core values, motivators, de-motivators, and potentially Your leadership style. You can also compare culture maps to see if values align between Your teams and individuals within Your team. And how much the team is engaged.

‘Your FLOCK was one of the tools we used that helped us save costs by keeping our top talent with us for longer. We couldn’t be happier”

Ash Rishi. Founder of COUCH Health