White paper: “Inspiring emotional commitment in your employees”

April 3, 2017 - 2 minutes read

If you were to ask your employees to describe your organization’s culture, how would they respond?

Let’s face it: Culture is elusive and not easily understood. But don’t underestimate the power it has on your organization’s performance and business results. In Deloitte’s 2016 Human Capital Trends Report, 82% of organizational leaders indicated that culture represents a “potential competitive advantage.” Yet only 28% of the respondents believed they understand their culture well, and only 19% believed they have the “right” culture. The quote “Culture eats strategy for lunch,” attributed to the late leadership guru Peter Drucker, suggests that your culture serves as your most important differentiator. Culture is how strategy gets executed. Others can copy your strategy, but they can’t copy your culture.

While organizational leaders tend to spend a lot of time designing their strategy, there is usually very little time invested in determining how to shape their culture. Yet much of your value proposition as a senior care provider exists in the service experience and quality of care you provide to your customers. Driving that experience are your frontline employees, who interact face-to-face with your customers every day. How employees interact with customers, how engaged they are in their work, and how they think and feel about your organization is directly influenced by your cultural norms.

Your culture also impacts whether an employee chooses to stay with your organization or seek other opportunities. In a world where attracting and retaining talent has become the number one challenge for senior care providers, it is imperative to attend to and create an engaging culture.

So, will you manage your culture, or will you let your culture manage you?

(Provider, April 2017)

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