Organizations need a strong company culture. When employees are happy, they produce better work, they are more likely to tell others about the organization and they will stay longer.
Investing in a good corporate culture can big echoes. About 48% of employees say that the company culture is bad and have left their jobs, according to a report analyze From the Dayforce platform for HR management. (Dayforce is a sponsor of CHRO Daily, but has no input on our editorial content.) Of the 9,489 respondents, all of whom work at companies with at least 100 employees, about 70% said they would (or would sooner) turn down a job offer because they didn’t like it. And this number rises to 75% for workers under the age of 34.
Amy Cappellanti-Wolf: “When you don’t feel like you belong or are valued, it’s easy to start picking at all the things that aren’t working (at your company),” says Dayforce’s top person. luck.
And if you’re a manager and think your company culture is fine, check again. CEOs and HR leaders are likely to overestimate how great their company culture is, according to research. While 84% of CEOs and 81% of HR leaders report that their company invests in culture, only 49% of employees agree. That means CHROs and others in the C-suite are 35% more likely than the average employee to say their organization works to continually improve their company culture.
“There are different and different perspectives from what senior management thinks about culture, and that’s the gap that you really need to pay attention to, because that’s where the potential toxicity or distortion lies,” says Cappellanti-Wolf.
Fixing a toxic or negative company culture is possible analyzebut it requires a lot of communication and listening. Employees who are well-informed and up-to-date on the latest company news are 66% more likely to be optimistic, engaged and forward-looking, and 63% more likely to say they are comfortable sharing opinions at work.
“Our research shows that organizations that invest in culture—specifically, aligning their benefits, initiatives and technology with the needs of their people—will succeed.
a key advantage in attracting and retaining talent and building high-performing workforces,” says Cappellanti-Wolf.
Britt Morse
brit.morse@fortune.com
around the table
Summary of the most important HR topics.
After Donald Trump’s election victory, immigration lawyers say they are receiving hundreds of inquiries from foreign workers seeking visas. Forbes
Bonuses for Wall Street bankers, which often make up a large portion of financial firm employees’ pay, are rising for the first time in three years. Some experts say they can jump as much as 35%. The Wall Street Journal
A job candidate says they’d like to join your company, but they can only do so anonymously. Here’s how HR leaders should respond. Inc.
Water cooler
Everything you need to know luck.
Power to measure. of luck The 100 most powerful people in the company the list ranks the world’s most popular founders, CEOs, disruptors and innovators in terms of their overall impact on today’s business landscape. —Lee Clifford
The friction of generations. Millennial and Gen Z workers say their superiors do not understand them it’s likely to be unproductive, according to a new study. —Ryan Hogg
A weak genetic core. Just a few weeks from 23andMe’s the entire committee resignedThis was announced by the DNA testing company laying off about 40% of the workforce and closing a drug development arm of the business. —Sasha Rogelberg
