Emplify administers confidential, psychometrically-valid questionnaires to measure employee engagement in your organization. Our quantitative survey will only take your employees about 6 minutes to complete, and we handle the administration, delivery, and data analysis.
We repeat this process every 90 days — so you can see the impact of your actions and can adjust accordingly each quarter.
While other solutions only look at employee satisfaction, Emplify gives you insight into true employee engagement. We do this by measuring the presence of 17 underlying drivers of engagement, such as purpose, autonomy, role clarity and utilization.
The ability to quantify these drivers helps you better understand strengths and weaknesses in your organization so you can prioritize initiatives.
“With the help of Emplify, we’re making decisions that not only make work better for our people, but have a real, measurable business impact. The work we’ve done on employee engagement has led to a 50% decrease in turnover.”
“We have improved employee engagement and performance companywide. Productivity rose to 90% in 2019 (the highest in company history) and our billable revenue has increased by $2 million since we started working with Emplify.”
“I spent an extensive amount of time researching engagement measurement solutions and ultimately went with Emplify because of their coaching. I’ve been thrilled with the results so far. The insights have been valuable and the coaching has been world-class!”
A company’s culture is the overarching way the company operates on a more personal level. It’s how employees and others interact with one another, the kind of inside jokes they have, and what they will or won’t tolerate. It’s everything that makes up the company, aside from the actual business activities. It’s also extremely important. Anyone asking what is company culture may find that it’s a little bit hard to clearly define.
That’s because company culture is made up of so many different things that it’s difficult to come up with a complete and thorough company culture definition. The type of culture a company has can be very different from one organization to the next, too, and employees may perceive that culture differently depending on where they fit in and how they interact with their colleagues and peers. Company culture examples range between toxic work environments and high-quality experiences that showcase the value of workers.
For anyone trying to focus on and/or improve the culture at their company, there are likely specific words to describe company culture that they would use. What those words say about the culture is important, considering it’s possible that the culture needs some significant changes. In many companies, the culture isn’t really something that was set or designed. It evolved organically over time. Most cultures work well for the company and the people in it, but there are some cultures that are unhealthy. Those are the ones that companies should work to change.
The biggest benefits of the best company culture are the interaction that employees have and the way they get along and work together with respect and cooperation. With a good company culture, it’s much easier to have happy employees and a company that gets things done and focuses on all the value that it can add to its industry. Helping customers, keeping employees engaged in their work, and doing good things for the community can all be important. Company culture words should be positive words, not negative ones that indicate bad experiences.
There are different company culture types, and the majority of those differences come from the differences in businesses, themselves. A small restaurant with 10 employees is going to have a different company culture than a multi-national technology corporation with thousands of employees. That’s not surprising, but both cultures should be good and healthy ones. If they’re not, it’s time for the company to make some changes to provide a better environment for its employees.
By working to define company culture and make their definition a good one, companies can go further and do more to empower and value their employees. When employees feel good about themselves and their culture is strong and healthy, they’re much more likely to work hard and remain loyal to the company. That benefits everyone involved, and helps to promote a strong culture everyone can be proud of.
Before working to improve company culture, it’s important to consider how to describe company culture. Some people would have very different words for that. If they aren’t sure what to say about it, there are also company culture quotes available. Some of those quotes may really express what a person feels about their company’s culture as a whole, or only about certain aspects of that culture. If you can describe company culture and compare your description to companies with great culture, you can get a better idea of what a good company culture will look like for your organization.
Then you can consider other company culture ideas, so you can make changes and adjustments that benefit your employees, your clients, your management, and even your vendors. There’s a lot of encouragement and empowerment in the right culture for your organization. People feel better about their working lives, and they’re more likely to be open and honest when they have concerns, as well. That’s good news for everyone, because it shows the value of treating people well and how much people can do when they work together.
For those who are interested in changing company culture, putting requirements and policies in place isn’t always easy. Sometimes, it’s met with resistance because things have always been a certain way and a lot of people want that status quo to continue. But there are times when it’s very important to change company culture, and that has to be looked at from the standpoint of what’s going to be healthiest for the business and its employees in the long term.
One of the considerations when looking at how to change company culture is the value in a company culture survey. Asking people what they think — preferably in an anonymous way — can give a lot of good insight to any company that wants or needs to make changes. Even if management doesn’t see the culture of the company as a problem, it’s possible that the workers have concerns. That’s not something many of those workers are willing to say openly, for fear of reprimand.
But an anonymous survey is an excellent way to get better company culture ideas and look at how to make changes that everyone can appreciate. Even if there’s some initial resistance at the beginning, once people realize the importance of company culture and the value of having one that’s healthy, changing company culture becomes much easier. That’s especially true in industries that have had a very set culture for a long time, and where things are now rapidly changing.
A survey on how to improve company culture can begin with the question why is company culture important, and move from there to address all the specifics that employees may have concerns about. If you choose to survey your employees about company culture, you might be very surprised by what you find. Even companies that have good cultures overall can have areas where they need to improve.
There are a lot of different ways you can survey employees about company culture issues, or otherwise collect good information. One of the ways you can do that is through the proper software programs. You don’t have to spy on your employees or read everything they say. You can simply ask them to be anonymously honest about the culture at your company and what they’re experiencing as a result of it. That’s especially important if you have a high turnover rate, because there’s a reason people are leaving.
If your company’s culture might be blame, there are ways to make things better for everyone. Software that blocks certain sites on company computers, flags messages with specific words, and allows for anonymous reporting of problems can be one of the best ways to address company culture issues. Your employees should feel free to do their jobs and not have to worry about harassment or other problems that can come with bad company cultures.
Additionally, the right software can be used to build employees up and help empower them, so they feel better about the culture overall and don’t have concerns about interacting with other workers. It’s not always easy to change the culture of a company, but software that gently works at shaping that culture will often meet with less resistance that big, sweeping changes made by proclamation from the management. Redirection is more effective for most people, as opposed to reprimand, and software can help facilitate that.
There are a lot of different strategies that can be used when addressing company culture. Surveying people, reprimanding those who refuse to make changes, and taking anonymous complaints and concerns into consideration are all important. If a company sees that its culture isn’t healthy, making changes for the good of the business and all its employees is the right thing to do. It might not be easy to change, but it’s generally worth it. That’s especially true if there’s a high rate of employee turnover because of problems with culture that could be avoided or adjusted.
The biggest and best strategy to deal with company culture issues is to find out where the true problems are hiding. Asking employees to be anonymously honest about cultural issues, times they’ve felt uncomfortable, inappropriate remarks, and other issues is very important. People don’t always like to tell on others, because they’re concerned it will come back on them in some form, but when it’s anonymous they’re more likely to be honest about anything they’re struggling with. Companies that take that issue seriously and come up with a strategy to make changes can improve the quality of their culture for all employees.