Company culture and workplace etiquette are evolving, according to new studies this year. But how it is evolving, and how your management team responds to these changes can affect your company culture and improve productivity and employee retention.
A Harris Poll Survey released earlier this year, found that more American and Canadian workers believe it is important to be on time for work, keep your workspace clean, and greet coworkers than they did five years ago.
The etiquette the poll found not to be so important includes having a dress code, refraining from making personal phone calls at work, and silencing mobile devices (but only among the American workers).
Results of the Harris Pool survey showed the top three discussions to avoid at work were the traditional hot button topics of salary/wages, politics, and religion. Additionally, Gen Z employees believe talking about politics is less desirable than discussing salary or wages.
A survey on work etiquette released by Monster in September discovered that being late isn’t as bad if you communicate your situation clearly, such as when you will show up and explain the reason for the delay.
As with the Harris Poll, the Monster survey found that keeping your workplace clean and not gossiping was found to be important. The Monster survey found that professional dress codes were not considered very important.
The Monster survey identified three other rudest workplace behaviors:
- Using inappropriate language
- Being unresponsive to messages
- Consistently being late to meetings (which can be mitigated with clear communications)
Elements of a great culture that drive productivity
While respecting workplace etiquette can lead to more harmony within workplaces, another survey found that attitudes towards workplace cultures are also changing. In the recent past, flashy perks associated with Silicon Valley start-ups in the early 2000s might have been considered desirable. Nowadays, there’s a tendency to favor more traditional management, personality and work environment traits.
According to Great Workplace Culture, which publishes the 100 Best Companies to Work For, once flashy perks such as free lunches, unlimited time off, and dog-friendly offices that were popular are now shifting to employees feeling valued, trusted, and encouraged to develop both professionally and personally.
According to Great Workplace Culture’s survey in 2023, there are eight elements of a great culture:
- Employees at great workplaces find their people managers and leaders to be more credible. According to their research, 83 percent of employees at the 100 Best Companies said management’s actions match its words, versus 42 percent of employees at average workplaces.
- We all know this: You need to show people respect to earn respect in return. Respect can take many forms, but the best workplaces regularly show respect by recognizing employees’ efforts, seeking employees’ input, and caring for employees as people with lives outside of work.
- Companies where employees feel like everyone is getting a fair opportunity consistently report more positive employee experiences. Fairness is an area that great workplaces excel at, as our workplace study revealed. When rating equal compensation and recognition, employees score these companies 37 to 42 percentage points higher than the national average. Employees at these companies also report issues with favoritism and politicking far less often. Employees say that being paid fairly for their work makes them twice as likely to think their workplace is great. But when employees are proud of their work, they are 20 times more likely to say it’s a great workplace.
- Employees who have pride in their workplace believe in the company and what it stands for, from what it produces, to how it operates, to how it engages with the local community. This includes pride in the employee’s job, work, team, and the company’s reputation. Pride is much more than a pat on the back. When employees feel proud of their workplace, they are more engaged. Great Places to Work states, “According to our data, employees are two times more likely to want to stay with the organization for a long time and six times more likely to endorse their workplace to others.
- Belonging. Belonging in the workplace is an employee’s sense that they are accepted and valued by the organization. This goes beyond feeling appreciated for what they do, and into feeling appreciated for who they are. The 100 Best Companies don’t just say it; they show it. They celebrate employee accomplishments, they ensure new employees feel welcomed from day one, and they embrace the diversity and individualism of their employees. These companies grow revenue three times faster than less-inclusive organizations. Employees who feel a sense of belonging are three times more likely to look forward to coming to work and five times more likely to want to stay at the company for a long time. Great Places to Work research also shows that workplaces that are consistently great for all employees grow revenue three times faster than less-inclusive organizations.
- Effective leadership. Leadership can make or break a team. A great leader will inspire, motivate, and drive innovation. A bad one will demoralize, kill productivity, and push employees to walk out the door. Effective leadership is more than hitting company targets. It is fostering a team mentality that ensures everyone is working together and to their best of abilities. That environment will then help to hit those necessary targets.
- Values. The best workplaces lead with shared values rather than rules and policies. That’s because when rules are the guiding force, rather than an organization’s values, trust isn’t at the core of the employer-employee relationship. Shared values can engage and empower, which in turn boosts innovation, creativity, and productivity.
- Innovation. When managers create a safe environment to express ideas and make suggestions, employees are 31 times more likely to think their workplace is a breeding ground for innovation. Workplaces that have innovative cultures inspire employee loyalty, confidence, and willingness to give extra. Employees at innovative companies are four times more likely to say they’re proud to tell others they work there nine times more likely to think their company is a great place to work, and four times more likely to give extra to get the job done.
The changes made by improving work culture can make employees feel more valued, trusted, and encouraged to develop both professionally and personally. These culture changes can drive up company revenue growth and productivity and employee retention.
Do you want to have your work culture assessed? Contact us.
About Victor
Victor Assad is the CEO of Victor Assad Strategic Human Resources Consulting and Managing Partner of InnovationOne, LLC. He works with organizations to transform HR and recruiting, implement remote work, and develop extraordinary leaders, teams, and innovation cultures. He is the author of the highly acclaimed book, Hack Recruiting: The Best of Empirical Research, Method and Process, and Digitization. He is quoted in business journals such as The Wall Street Journal, Workforce Management, and CEO Magazine. Victor has partnered with The Conference Board on innovation research. Subscribe to his weekly blogs at http://www.VictorHRConsultant.com