Six common questions on company culture

It was a great hour, packed with tips and insights, and you can watch it back HERE. We also had lots of audience questions which were answered, but some we didn’t get around to. 

These are common questions that businesses everywhere have when it comes to culture, so we asked some of our experts to give their take. Have a read below!

How can you keep teams focused and motivated during a change in business strategies / model / goals?

It's very important people understand why you are changing course. Being up front with them and clearly communicating the thinking behind what you are doing makes it easier to get buy-in. If possible, involve the team and gather input before changing course, or at least describe what input was considered.

You then need to back that up with the actions being taken by managers, and through objectives given to each team. . These should all link in with the new strategy, as it emphasises what you're about and focuses people's minds.

You should also recognise that not everybody is comfortable with change, and this makes wellbeing support essential. Ensure you and your line managers are constantly communicating, and offering support for those who are perhaps struggling. It may also be useful to bring in external speakers who can provide tips on dealing with change.

Mona Akiki, Chief People Officer, Perkbox

What in your opinion are some of the most common mistakes companies are making in relation to culture right now?

With the arrival of remote or hybrid work, some companies believe that by addressing the issue with flexible working schedules policies, the problem will be fixed. They are very wrong.

The matter should be addressed as a holistic hybrid working model that will impact directly on the company’s culture. Under this perspective, having clarity on employees’ working schedules is only a small fraction of the problem to solve.

Companies need to also think about how to better collaborate when some employees are remote and others in the office. From an employee-inclusive perspective, companies should be remote-first. This means that all communications should have virtual access (such as Zoom links to all meetings), async agendas, etc.

Besides that, organisations should also invest in creating opportunities for team collaboration, including redesigning the workplaces to have infrastructure that enable exchange (conference rooms, spaces for on-site workshops, etc.).

Finally, the arrival of hybrid working models are also opening the debate for inclusivity and fairness. Companies should consider training leaders to create a more fair performance assessment, regardless of the working model an employee has (e.g. fair and impartial assessment of two direct reports, one that works half on-site and half remote, vs another one that is every day in the office).

Angelina Gentili, Head of People Operations, Personio

What do you think is the biggest challenge when building a culture across different countries?

Ensuring those who work outside of the main HQ, or in areas where there are fewer employees, feel just as aligned to your company's purpose. As we touched on in the webinar, the more someone believes in what you do and why you're doing it, the more motivated they will be to perform for you.

At the same time, you should allow some nuances, for example with things like working styles or patterns. You may find that different things work in different locations, so be open to this.

Finally, try to have local ‘champions’ in each location. These will have the responsibility of pushing your culture forward to the employees they work with.

Mona Akiki, Chief People Officer, Perkbox

How do HR position employee wellbeing in order to impact business success?

It should be positioned as something which is essential, not merely a nice-to-have. It’s not just the right thing to do — it makes good business sense. Employees now expect a strong wellbeing package, so if you want to attract and retain the best people, you need to offer this. And, of course, employees who are happier and healthier will naturally be more motivated to perform.

Just look at the last year or so, where economic uncertainty has impacted people’s financial wellbeing.and this has seeped into their work lives. So the more you can support their wellbeing (financial, physical and mental), the better it is for you.

Mona Akiki, Chief People Officer, Perkbox

What are some of the best ways to increase employee engagement?

Some of the best ways to increase engagement are:

• Regular check-ins
• Appreciation and recognition for hard work
• Team events
• Better benefit offering (e.g. free therapy chat)
• Smaller internal challenges, e.g. 30 days where you spend five minutes a day focusing on a specific topic (e.g. preventing burnout, mindfulness)
• Using tools, AI or automation that help bring people together and foster team bonding

Cassandra Hoermann, Head of Employer Brand & Experience, Personio

How can you define the culture you already have (whether just starting out as an organisation or already a large one) and then retain or change it to suit the needs of growth and geographies?

Ultimately, your culture is defined by the behaviours of your employees. However, you can certainly influence it in a number of ways, and these also apply to when you need to change things.

Firstly identify the culture you currently have. Then discuss with employees and managers what behaviours will be needed to support the business in achieving its objectives. This is important in order for everyone to feel bought into the new culture.

Remember that the behaviours you want from people need to be role-modelled by senior leadership. Also ensure that people are recognised and rewarded for displaying these behaviours. This isn't just good for them — it also serves as a great example and incentive for other employees.

Mona Akiki, Chief People Officer, Perkbox