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!”
Company culture is the behaviors and the values that make up a company or business. These are shared by all the employees there, at least in their professional lives. By having a shared culture, a company’s workers create an environment that’s unique to that company on both a psychological and social level. That might sound fancy, but it’s really just how workers interact with each other in ways that they might not outside of the company. Some companies have good, healthy cultures, and others have cultures that aren’t as strong or aren’t as good for the people who are involved in them.
Good or bad, though, the culture of a company goes a long way when it comes to understanding how the company works and why its employees act and react the way they do. For companies where the culture isn’t healthy, working on that can improve things for everyone in the business. Companies that already have a healthy culture can usually find ways to improve it, especially if they are dedicated to making their company a better one for everyone. But the way to make a company culture better, or to change it in any way, is to first clearly understand it and what it has to offer to the workers who are employed there.
From tiny start-ups to very large enterprise organizations, companies big and small have culture. It develops at the creation of a company, and it may change a lot over time. In some cases, changes in society — such as many more women in the workforce — require that the culture of some companies change, adjust, and advance. In other cases, the company itself decides that it wants to develop or create a certain kind of culture, so it does. That’s what it works for, and continually works toward, in order to create something that truly matters to it — a culture where employees and customers are treated right.
There are a lot of benefits to company culture. It’s a uniformity that you can’t get in many other places. It offers the workers at that company something they can understand and rely on, and they all know what to expect from their workplace. That’s very important, because it gives workers a sense of their place in the company and in its hierarchy in a way they might not otherwise have. It also helps workers decide what they are going to do if they struggle with something in the workplace. They might feel as though they can talk to their manager, or they might be sure that they can’t — all because of company culture.
Understanding the company culture definition is not the same as being a part of that culture. Additionally, company culture types can be very different from one workplace to another, even in the same industry. Asking yourself what is company culture is not the same as asking about the culture at your company or how you can change or improve that culture. The best company culture is one where people feel free to speak their minds and open their hearts. It’s a culture where everyone feels appreciated and valued, and that’s one of the best ways to help people seek more value in the work they do.
Company culture examples are easily found, and they run the gamut from the best that society has to offer to workplaces where people struggle due to poor treatment. Most companies fall somewhere in the middle of that spectrum, as they consider the types of corporate culture they could have and how they want to be known by employees, potential employees, and society as a whole. There are a lot of company culture words, or buzzwords, around, but words that don’t get translated into actions won’t help a company see higher levels of success or help its workers feel more fulfilled at their jobs.
The only way to really bring further value into the discussion of the organizational culture definition is to take a good look at that definition on a company by company basis. Companies with great culture should be studied, because they can provide other companies with examples that will give those companies plenty of insight. Quality companies can show other companies how to make good changes, and how to become organizations that offer good company culture. To do that, company culture ideas need to be presented in ways that work for those companies, and that make sense to employers and employees.
To improve upon company culture, it’s also very important to find out where the deficits currently are in the culture the company already has. What the company might be lacking and what the people who work there need from the company are both worthy of consideration. A work culture definition can be created for the culture the company has, and for the culture the company would prefer to have. Comparing those definitions is a good starting point when it comes to discovering ways in which a company can change for the better and develop a healthier and more robust culture for its employees.
To get a proper workplace culture definition from employees of a business, a company culture survey can be taken. Asking employees to describe company culture from their point of view is a good first step, because it shows that each employee is thinking about the company’s culture and what it does — or does not — have to offer to employees. Not every employee will agree on a business culture definition, even if they’re in the same department at the same company. It’s down to individual thoughts, preferences, and beliefs. But that doesn’t mean these employees can’t work together to develop a company culture.
Another thing that a survey can do is about employees about a cultural diversity definition they would feel comfortable with. Not every company has a diversity culture that’s open and welcoming, and that’s something a lot of their employees would like to see change. If employees have the opportunity to talk about that issue, and if they can address ways to work toward a more inclusive environment, the entire company has the opportunity to benefit. Changes won’t be made unless the company culture itself is changed. That might take time, but it’s something that can — and in many cases should — be done.
By using a survey to find out about the corporate culture definition that many companies have and how their employees feel about that definition, a company can move on to using software to improve things. There are many types of programs that can teach better company culture. But those programs have to operate on a level with which the current culture is comfortable. Making sweeping changes by telling employees their current culture is all wrong may not be met with much success. But finding ways to build on what the employees already have can be a very effective way of working toward change.
A company culture definition doesn’t have to change overnight. But it can change over time in a way that benefits everyone. There are software options that can help companies see more success with this. These same programs can also help with a good culture shock definition, because an incoming employee who’s used to something very different might experience this kind of shock. Finding ways to help that employee get through the new experiences they’re having, and helping that employee adjust to the new company’s culture, are both things that software can provide when handled and used correctly.
The main strategy for company culture is to show what a company already offers that’s good and what it could do better. The goal is to take the things that are good about the company and hold onto them, while taking what might need improvement and working toward making it better. This is not always easy, and there are times that it will meet with resistance from those who don’t want the culture to change. But companies with unhealthy cultures have to work toward making those cultures healthier and better than they were before. That’s good for the employees, and good for the company as a whole.
Succeeding in the corporate world isn’t always an easy task. Companies with strong and healthy cultures will get a better pool of applicants for any job openings they have. That means they have the chance to hire the best people, and that they might be able to get quality individuals that other companies can’t hire. That’s an important business advantage, and one that shouldn’t be squandered by allowing an unhealthy corporate culture to develop or to continue. Companies that focus on strong cultures and periodically reassess for any needed changes are the companies that typically come out on top.