Resources

One thing most Top Workplaces have in common is a clear commitment to supporting and sustaining workplace culture year-round. These companies don’t just check off the engagement box once a year. They make continuous culture improvement a daily priority.

An employee survey is a smart first step toward shaping an intentional culture that mitigates risk, creates value, and delivers bottom-line results. But only if it provides an accurate picture of what’s really going on. Unfortunately, not all surveys can be trusted — and sometimes the consequences are significant.

Doing things efficiently and well is critical to the success of your organization. Read on to learn three ways you can improve Execution and motivate your workforce at the same time.

Potential is a huge motivator for most employees. It also ranks high in importance as a culture driver. Our analytics show it’s also more closely tied to engagement than the other Energage Survey statements. That’s why it’s important to pay attention – because when your people are able to realize their full potential, so will […]

Driving an intentional culture requires more than an annual employee survey. In addition to getting leadership buy-in, we suggest these four steps.

Efficient organizations are successful at turning a higher profit with less expense. And when employees feel like they’re part of it, they feel even more motivated to give their best.

Leaders at award-winning Top Workplaces know that being intentional about culture is a competitive advantage. They make culture an everyday priority and they reap the many benefits.

When communication is done right, you’ll notice employees are more receptive to change, more likely to participate, and more willing to give their all. But don’t assume they’re well informed. You need to ask them.

Successful leaders are willing to ask the tough questions. They’ve got the guts to hold up a mirror to better understand what’s really happening within their organizations. They’ve got the smarts to ask their employees and they’re also intentional about culture.

It’s not enough to ask employees for feedback. They also need to know senior leaders understand what the day to day looks like. Otherwise, employees feel like they’re shouting into a void.