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good company culture

What Defines Good Company Culture?

good company culture

We have been talking a lot about company culture and the importance of employee engagement lately. In this post we will focus on what good company culture is and how the right culture is key to a good customer retention programme.

 

It’s very easy to assume that good company culture is all about the perks these days, when we all refer to and are wowed by the impressive perks associated with the large technology companies in particular. And while perks do indeed attract employees to your organisation, perks alone do not get staff to stay. All the free food, yoga classes or office massages in the world would not keep many in an uncomfortable or high stress working environment. But having an established company culture will go a long way in helping. So if it’s not the perks, what does define a good company culture?

 

 

1. Core Values

‘Culture is the result of behaviours. Behaviours are guided by values.’ It’s incredibly easy to be cynical of company values and assume these are just well meaning words that don’t add anything to the day-to-day running of a company. However, when properly developed, communicated and executed, these values are the guideposts for company behaviours and no matter how much the company changes these will remain.Core values should be then embedded into every aspect of the business (hiring, performing, communication, recognition etc.) from the top down and this will guide how your employees work. When employees are passionate about the values and mission of your company, they are engaged in their job and want to help their company succeed.

 

 

2. Putting People First

You can’t have a good company culture without putting people first. Your staff are the heart of your business, ignoring them leads to low morale and poor attitude and results in low productivity and performance. On the other hand when employees feel cared about, they tend to stay longer, work harder and have higher productivity so looking after your staff is a win-win for everyone.Employees want to feel valued, so you can’t underestimate the importance of recognition. And you don’t need an unlimited budget to do this, a simple company email recognising a team member’s achievement can do wonders for that employee’s morale. Or having a staff announcements section on your company intranet can encourage real camaraderie amongst your employees.As you grow if you can provide bigger perks such as free health insurance, onsite gym etc. that’s great but don’t forget the basics of recognition and camaraderie. And when rolling out perks, listening and identifying what your employees want creates a culture of understanding and openness making staff feel comfortable and valued.

 

 

3. Being Consistent

Many make the mistake of seeing “Company Culture” as a one-time exercise. That once defined, that’s it done and it’ll be fine left to its own devices… Wrong! Now that you’ve defined your company culture you need to pay attention to it. Culture is constantly evolving so monitor it and be open to feedback from your employees. Some things might not work and may need to be reshaped as you grow.

 

For more information on the importance of company culture and how to identify future employees based on cultural fit please contact Sigmar on 01-4744600

Posted by Julia Purcell, Marketing & Communications Manager on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”