Engagement improves productivity at the workplace. Productivity is in turn driven by values. If these values match the culture, performance improves. Engagement surveys are in actual culture surveys in disguise. This is to help understand the performance motivation of the employee and whether it is directing productivity towards the right direction.
While engagement provides higher productivity, culture resides deep inside as core values that push performance. The organizational function should be pushing towards higher performance by driving the right cultural embracement to ensure engagement for optimum productivity.
In other words, culture is the values, beliefs and behavior exhibited while engagement is the level of commitment to these values. Thus they being different are also interlinked.
According to Deloitte, many leaders know they need to do this—in fact nearly 9 out of 10 executives surveyed cited culture and engagement as important or very important in Deloitte’s 2016 Human Capital Trends Report. Yet, only 12% of companies surveyed in 2016 believe they understand their culture, while, in 2015, less than half (46%) reported that they are prepared to tackle the engagement challenge.
So, what do you measure then? Values.
If you seek to measure the values inherent in employees, we can help you using our VoE survey.
Values play a big role in expectations from the organisation as an individual. Values are driven by our motivation based on the expectations we consider important. Consider this; if you feel chocolate uplifts your mood and someone like your parent asks you to complete a task, you would expect them to offer you chocolates.
While engagement provides higher productivity, culture resides deep inside as core values that push performance. The organizational function should be pushing towards higher performance by driving the right cultural values to ensure engagement for optimum productivity.
Certain organisations have defined Core Values. These are the driving parameters towards performance driven productivity. Organisations who have defined values measure them during the hiring stage to ensure employees exhibit a set of common values as behavior. Others can use VoE surveys to find the values, and use them as benchmarks for hiring. And we are here to help you with it.
Values can be measured by asking Motivation and expectation questions with the values which the organisation deems important. Some common values are customer-centric, respect, trust, ownership, innovation, teamwork which employees as individuals consider important.
An example of the survey is showcased below.
Why does the employee prefer a certain value over others? This is where the psychology provides us answers to motivation. We are motivated by factors that are either seemingly easy to practice or have been well adapted by us as individuals. Trusting others comes easy to some while others are more focused on creativity as a value system. They find solutions to everyday issues using creativity. Is this what most employees also vote for? Thus, the inherent culture of creativity gets chosen and exhibited by the employees as an organizational value.
The data post VoE survey will showcase;
- Which are the values found common at a department level?
- Which are the values found common at a higher internal(organizational) level?
- Which locations share common values and which don’t?
- Do employees at a certain band/level exhibit a affinity towards some select values?
Finally it will showcase alignment of people to the organizational understanding for culture fitment and understanding of cultural ethos for engagement practices.