"Employee success is not choosing between improving the employee experience, maximizing performance, or building a magnetic culture. It's about all of it. The whole picture. Employee success unites the whole organization around creating an environment where each of us can be successful."
Greg Harris
CEO,
Quantum Workplace
Organizational culture is how an organization gets work done. It’s how decisions are made, communication is received, feedback is given, and employees are celebrated. This culture exists whether it's intentionally formed or not. And it impacts every aspect of the organization.
Building a magnetic culture doesn’t happen overnight. It requires a continuous, ongoing pursuit of listening and acting on employee feedback from all levels to transform your organization into a top attractor of talent.
An engaging and successful culture is consciously established through:
Watch our webinar with Lighthouse Research to learn more about the intersection of performance, engagement, and retention in building a magnetic culture.
Employees experience culture through many aspects of your organization. Our research shows certain aspects of culture have notably stronger impacts than others.
Your mission and values matter. They create the foundation for the entire organization. 54% of employees believe the culture of an organization is felt in the way the mission and vision are lived out on a daily basis.
53% of employees feel culture most strongly in recognition and celebrations. Employees want to feel valued for their contributions and celebrated when they reach milestones.
50% of employees experience culture most strongly through performance management. Focus on feedback approaches that drive employee success and wellbeing.
37% of employees experience culture most strongly through company norms and rituals. Our research tells us these unspoken rules and behaviors are not the strongest indicator of company culture.
While onboarding and training are vitally important to employee success, they are not the top way employees experience culture. 33% of employees report experiencing culture strongly through onboarding and training efforts.
Only 28% of employees experience culture strongly through their physical workplace. Our research suggests that culture doesn’t necessarily suffer for remote and hybrid employees.
Senior leaders need to set the tone when it comes to culture. Employees look to their leaders as role models, seeking guidance on norms to follow. Senior leaders should embody the organization’s core values in their everyday actions. At the same time, leaders must hold others downline accountable for sustaining a magnetic culture that drives employee success.
Define culture and model it every day
Be acutely aware of the influence held over others in the organization
Adapt and evolve culture to align with business priorities and employee needs
HR should aim to capture and analyze employee feedback to understand experiences throughout the entire employee journey. These insights will allow HR to understand opportunities and obstacles in their retention strategy—and build a more magnetic culture. HR should leverage feedback from all levels to strengthen the organization’s employee value proposition and attract top talent in the industry.
Managers play a key role in establishing connection and trust in their relationships. They should align with senior leaders and HR on culture so they can develop individuals and teams accordingly. Managers should frequently have 1-on-1s to connect learning, growth, and development with employee interests.
Employees have a strong influence on team and organization culture. Employees should focus on understanding and living out the organization’s mission and values. They should strive to contribute meaningfully, offer their unique suggestions and ideas, and be willing to utilize feedback from managers and peers to grow into the next role or opportunity.
Senior leaders need to set the tone when it comes to culture. Employees look to their leaders as role models, seeking guidance on norms to follow. Senior leaders should embody the organization’s core values in their everyday actions. At the same time, leaders must hold others downline accountable for sustaining a magnetic culture that drives employee success.
Define culture and model it every day
Be acutely aware of the influence held over others in the organization
Adapt and evolve culture to align with business priorities and employee needs
HR should aim to capture and analyze employee feedback to understand experiences throughout the entire employee journey. These insights will allow HR to understand opportunities and obstacles in their retention strategy—and build a more magnetic culture. HR should leverage feedback from all levels to strengthen the organization’s employee value proposition and attract top talent in the industry.
Managers play a key role in establishing connection and trust in their relationships. They should align with senior leaders and HR on culture so they can develop individuals and teams accordingly. Managers should frequently have 1-on-1s to connect learning, growth, and development with employee interests.
Employees have a strong influence on team and organization culture. Employees should focus on understanding and living out the organization’s mission and values. They should strive to contribute meaningfully, offer their unique suggestions and ideas, and be willing to utilize feedback from managers and peers to grow into the next role or opportunity.
Lack of career growth and development is one of the primary reasons employees leave their organization. Employees don’t want to feel stagnant. If they do, the result is a lack of engagement and impact. It is crucial to leverage tools that help managers and employees map and track development together.
Employees can analyze personal growth areas using 360 feedback. This can help them to understand what development opportunities exist and where they may contribute at a higher level.
Empower employees to take control of their career growth with Quantum Workplace development goals. Employees can take a future-focused approach to grow into their next role or opportunity.
Integrate development goals and feedback into 1-on-1s using our conversation boosters. Managers can mentor employees and keep them moving forward towards long term goals and opportunities, while staying aligned on the present.
Learn about the four ingredients that are essential for meaningful and sustainable employee growth.
Feedback is challenging, but necessary for growth. Learn more about how to approach feedback from both the giving and receiving perspective.
Find your best talent and help them grow. Learn more about how our tools can allow you to maximize your talent’s potential.
Discover how our performance management tools can help you drive employee engagement and development.
Your culture comes to life through the ways you celebrate and recognize your employees. Building a culture of connection and appreciation centered around your organization’s core values not only boosts employee morale, but also engagement and impact.
Our Recognition tool allows employees to share success stories and accomplishments based on the values that matter most to your organization. Create a culture of appreciation and positivity centered around your core values.
1-on-1s offer the unique opportunity for managers and employees to build connection and mutual trust. Facilitate important conversations on topics that often get overlooked in the day-to-day.
Establish a regular cadence for culture conversations to occur within your organization. HR can set managers up for success with templates that create dialogue around culture.
Learn how to give employee recognition that can truly make a difference in employee engagement, performance, and retention.
Check out how our employee recognition software helps you connect, celebrate, and motivate employees.
Workplace culture is a key component of business success. Read more to uncover what company culture really is and how to improve it.
Employee recognition is essential for employee engagement. Check out these five key findings to strengthen your recognition strategy.
You need to take a targeted approach to analyzing turnover and retention. To move from reacting to turnover to proactively addressing it, you have to understand what drives top talent to leave and continuously implement strategies to retain your best employees.
Our flight risk analytics can take the guesswork out of turnover. Identify employees with high retention risk and take action to prevent unwanted turnover.
Understand retention obstacles and opportunities across the employee journey with lifecycle surveys. Optimize the employee experience and reduce the likelihood of disengagement at each stage.
You should be actively seeking to understand the gaps that exist in engagement between current and former employees. Our Turnover Comparisons tool helps you uncover engagement opportunities to strengthen your retention strategy.
Employee retention is critical to business success. Dive into these 15 effective strategies for your employee retention program.
Don’t get burned by unexpected turnover. Our tools can help you identify and predict high risk employees before they leave.
Discover how to approach retention with intention and stop costly turnover in this webinar. You’ll learn how to use employee listening to develop a strong retention strategy.
Employee retention surveys help you uncover important employee perceptions and keep top talent. Learn how to use your surveys effectively.
Build a culture that draws in and keeps top talent. Dig into research-backed retention strategies that actually work.
Employees are your most vital asset. You need to have a dynamic strategy in place to stand out against your competitors and attract top talent. Benchmarking can help you understand the strengths and opportunities of your employee value proposition compared to your competitors. Transform your EVP into one that cannot be imitated.
Leverage employee feedback to build your employee value proposition around what matters most. A strong EVP attracts and retains talent. It's a win-win.
Our Best Places to Work survey offers valuable insights on how your organization compares to others in your industry and your region. You’ll be able to see what you’re doing well and what needs improvement, ultimately helping you become more competitive for talent.
Using our recommended engagement survey template, you can enter the Best Places to Work contest with the click of a button and receive the recognition you deserve and need to stand out.
Stand out in the ever-changing business environment with an intentional focus on employee success. This report provides you expert analysis of workplace trends and proven strategies for attracting and retaining top talent.
Our Best Places to Work survey helps you gather valuable feedback from your employees, stand out in your industry, and benchmark against competitors. The growth opportunities for your company are endless with our BPTW insights.
Still not sure if our Best Places to Work contest is for you? Read this blog about eight of the many benefits provided from our Best Places to Work survey.
“We use Quantum Workplace to understand year over year trending data as well as industry benchmarks. It's been incredibly beneficial to partner with Quantum Workplace and have access to their platform and research. I love their tagline of Make Work Better Every Day— they should put it on a t-shirt.”
Marie Potter
Senior Director Culture & Development,
Getty Images
Mobilizing your leaders and teams around employee success is so important. Take a deep dive in to each component of employee success! Keep reading to learn how you can make it easy for your teams to help carry the load and build a thriving culture.
Employee success is not only HR’s job. Learn more about what employee success is and the roles everyone plays.
Creating an engaging experience means helping everyone in your organization understand, validate, and improve on what matters most.
Inspiring employee impact requires empowering managers with the right tools to align, develop, and coach their teams.
Building a magnetic culture means getting everyone involved in creating the kind of workplace that attracts and retains top talent.
