Do you promote a culture of change within your organization?
Companies that equip their employees with tools and resources to communicate obstacles, inefficiencies and constructive feedback are in a much better position to spot risks and pivot when necessary. This agility requires a transparent company culture in which employees understand expectations and have a voice in creating them.
Our survey revealed that, unfortunately, many companies today are deficient in a positive culture of change:
- 56% of companies have voice-of-employee processes and tools.
- 59% say “our people are open to change, which enables us to move faster than competitors.”
- 58% say “our compliance controls ensure our people follow policies.”
Without methods for employees to share ideas and feedback, executives can’t know what their teams think about company processes, expectations and culture. This lack of knowledge thwarts alignment and makes it difficult for executives to convince their team members to follow them into battle in times of crisis, when real change is necessary.
From the data, we see there might be a fundamental misunderstanding behind this pervasive lack of communication and executive-employee alignment: 62% of executives claim their company has a voice-of-employee process or tool, but only 46% of employees say it exists.
This gap suggests that while executives believe they are receiving quality input from employees, employees might in fact have more input to give than they feel empowered to communicate.
Executives rely on honest and open communication from employees to help guide the evolution of their organization. Prioritizing a positive culture of change means investing in processes that facilitate transparency and build community. This investment not only helps employees feel heard and respected but leads to a company that’s resilient and agile in the face of change.