“We talk about engagement. We talk about turnover. Why can’t we talk about this?”
Organizations often overlook a foundational element of their cultural core: Trust. Employee trust issues can sometimes become the root cause of internal instability, and the true culprit behind stifled growth.
In a recent LinkedIn Pulse article examining what it means to build a healthy culture, Dr. Marla Gottschalk, Director of Organizational Talent at Allied Talent, points out the tenants of creating stability within organizations. In particular, she points out what stability truly means:
“…Stability demands open conversations about how the work is done, the goals and the direction we are traveling. It requires a conversation about growth and career. It also requires planning for the future (competency-wise) — even if that future is a tad fuzzy.”
Gottschalk isn’t alone. A number of commenters attributed organizational weaknesses they’ve witnessed due to lack of trust, lack of mission clarity, and the loss of true conversation between employees and their organizations. Stability isn’t a default setting. It only happens when employees and management actually communicate about expectations. And it only happens when there’s a mechanism in place to determine whether those expectations are being met.
Do you feel the same? Read the full article here and let us know.
The first step to understanding how to turn a culture around is to examine why great employees leave. ExitRight®, an exit interview outsourcing process provided by HSD Metrics, incorporates best-practice survey design and open-ended questions to reveal a holistic view of what is causing dissatisfaction and instability. The ExitRight portal allows you to view both aggregated data to analyze overarching trends and individual reports, so you can address issues on an organizational level all the way down to specific causes of turmoil.
If your organization is ready to build its cultural core, ExitRight can help set you on the right path. Contact us today for a tailored evaluation.