- Hey everybody, welcome to episode 30
of Answers to Questions, and in this special episode
we are actually sharing your answers to our questions.
And it is your answers to our questions all about culture.
We created a company culture survey this spring
and got over 400 people to respond to the survey,
so we thought in this episode we'd share
the most interesting results.
So the first thing that we thought was interesting was
we asked folks, does your company have core values?
And if so, do you know them.
So collectively, about a quarter of people said
we don't have them, or if we do I don't know what they are,
but a third of people said yes, we do have core values,
but I don't know what they are,
and over 40 percent of people have core values,
and they know what they are.
And so I thought that was a really interesting opportunity
as a manager, as a CEO, a leader of your company,
even an employee, to find opportunities to reinforce
and display those core values, right?
So day one, of course, when you hire and are onboarded,
do you talk about the core values, do you know them.
Writing a blog post about them.
What are ways that you can reinvigorate,
even putting them up on the wall in the office.
So we've talked a lot about core values
here at Lemonly and on this show, and I thought
that was an interesting takeaway,
an opportunity to find more ways to talk about yours.
The next result that we found interesting was we asked folks
"What's most important to you in your role?"
And we said "rank these following seven things,
"knowing that they're all important, but
"what's most important?"
So here were the results.
And what we found interesting was there was a very clear
top three, based on the over 400 responses we got.
And so those top three were
one, the type of work that you do, what you do
when you come to work every day,
two, how are you compensated, your salary for that work,
and then three, the culture of your company
and your organization.
So those three were the clear favorites,
and what I find interesting about that,
a large percentage of our survey responders
were millennials, but I would argue,
regardless of generation, people care about what they do.
They wanna come to work and do work that's meaningful,
they feel like they have a purpose.
And once they're doing that meaningful work,
then they wanna be fairly compensated for it,
and of course do so in a place where they enjoy
the surroundings, they enjoy the culture.
So take a look at those results and see what you
can take away, but know that people want to
make sure they're doing meaningful work.
The third takeaway we had is we asked folks,
"Have you ever been consulted, by a manager, by a boss,
"by leadership, about your company culture
"or your employee benefits package?"
Do they ever ask you what you want?
So here were the results,
A quarter of people said no, they've never been approached,
a quarter of folks said yes, they have,
about 10 percent was unsure or didn't think they ever had
and nearly 40 percent said sometimes.
Now, not a clear favorite here in these results,
but an opportunity or a takeaway for you is
ask your people what they want.
I think we've talked about that on this show at Lemonly
but we found that even in just a span of a couple years,
having a younger company both in terms of how old
Lemonly is, but also people who work here,
their wants and their needs, their desires of what
they get paid and compensated and the benefits package,
they've evolved and they've changed.
So what a 22, 23, 24-year-old wants
is different than 28, 29, 30.
Now obviously your challenge is when companies get larger
and you have people across all those spectrums,
how do you balance?
Now the answer is you can't give everything to everyone,
but people do wanna be asked, or at least consulted.
So last thing we found really interesting that we
wanted to share, the question we asked was,
"What's one policy or culture change that
"your company needs most?"
Now this was a qualitative question,
so we kind of studied all the results
and started to find similar answers and put them
into pairings.
So here's the top eight.
One, flexibility,
Two, more communication and transparency,
Three, support for working parents,
Four, making employees feel valued,
Five, improving the team attitude,
Six, retreats and outside activities outside of work,
Seven, a willingness to change,
And eight, consistency.
So those are the results, but what we found
most interesting, if you study that list
and kind of take a look at it again,
I would argue that maybe only two of those
actually affect the bottom line of your business,
actually cost money.
Certainly retreats, outside activities,
and certainly creating some sort of policy,
whether it be maternity, paternity, a mom room
or some sort of support for working parents,
there's some cost to the bottom line of that,
but if you look at these results again,
we found it fascinating.
Flexibility.
Communication and transparency.
Willingness to change, these are things
that are just focusing on listening, communicating,
building trust, being open to new ideas
and feedback and questions.
These are the things that people are asking for
and wanting from their organization the most.
These I believe are really easy to give
and fundamental human trust communication-based needs.
So think about that and how you can affect your culture
in a positive way, perhaps at no cost.
So these are the four results we found most interesting,
but if you still want to weigh in you can take
the company culture survey at this link right here
and then we're gonna be publishing all of the results soon.
So take a look for that and we'll be sure to share it
on social media.
So thanks for stopping by for episode 30,
we'll see you next time.
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