7 Misconceptions about building Workplace Culture that Boosts Retention


Build a Workplace Culture That Boosts Retention

workforce culture

To keep your employees, it’s important to understand what kind of workplace culture you’ve created and how it helps or hurts your retention efforts. It’s no surprise then that employee retention is at the top of the priority list for businesses around the globe.

According to a recent Glassdoor survey, nearly 35 percent of hiring decision makers expect more employees to quit over the span of 2018 than they did in 2017.

Below we’ve outlined the top seven misconceptions that keep companies from unlocking the full potential of employee retention within their organization.

7 Misconceptions about Building a Workplace Culture that Boosts Retention

1. Everyone needs to be happy.

Unhappy employees are a sure sign of your company’s demise, right? Wrong. The opposite is actually true.

You can’t make everyone happy 100% of the time, and that’s especially true in the workplace. The best companies know how to balance ongoing sentiment with internal factors like changing customer demands and company successes and failures. Every company is a work in progress, innovating and improving and growing on a continual basis. Some employee unhappiness is expected – and serves as important red flags that can set leaders back on the right track on a company’s journey.

2. Employee complaints are a bad thing.

In reality, you know you’re in trouble if no one is speaking up.

The best companies create a culture that encourages employees to share feedback – the good, the bad and even the ugly. If your employees don’t bother to tell you what you’re doing well or where you’re failing them, it means that they aren’t engaged and will likely move on. No company is perfect, so if your entire workforce is giving you the thumbs up on your pulse surveys, they likely haven’t read the question – or don’t think you’re willing to change for them.

3. You shouldn’t change your processes and policies.

Sure, too much change can be disruptive to businesses, but not enough change can be fatal to your workplace culture.

If your employees aren’t speaking up, it’s likely because you aren’t listening. If you ask for feedback, it needs to be taken into consideration and implemented. If there’s a good reason why a change isn’t in a company’s best interest, employees deserve an explanation.  Creating a feedback environment where employees feel heard, appreciated and empowered drives employee loyalty, engagement and retention.

4. Perks = culture.

A gym membership, free lunch and a lax dress code are nice, but they are not your “culture.” A workplace culture is a set of beliefs and behaviors that shape how employees interact with each other and clients. Perks can complement or reinforce those beliefs but are powerless in the absence of a strong mission and values that are communicated and well understood by employees.

5. Leadership controls the culture.

Culture flows top-down, bottom-up, side-to-side and every way in between.

The leadership team’s most important role is to help set the mission and values and create opportunities to reinforce those through a variety of channels. These can be in-person meetings, regular emails, team bonding events or a company’s recognition platform. It’s then up the rest of the company to participate, communicate and recognize each other.

6. Workplace culture doesn’t impact the bottom line.

Simply put, a great culture attracts great employers. And with an all-time low unemployment rate, finding – and keeping – top talent can make or break a company’s financial success. A negative culture is distracting to employees, pulling everyone away from their work to either contribute to it or try to fix it. Not having a strong culture can also be problematic, as it leaves employees unengaged and without a reason to feel loyalty to their company.

7. Culture is just a set of values.

Yes, core values are a critical component of a workplace culture. But it’s also inclusive of everything employees do to support those values and live them everyday. From processes and policies to social events and kitchen conversations, leadership and employees come together to create a living, breathing culture that evolves along a company’s journey.

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Human Resources Today

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