The world that we live in seems to get a little weirder and a little wackier each and every year. Social issues, geo-political issues, financial challenges, increasing expectations, and more. These challenges play out in homes and workplaces every day. At home, you can more easily create and define your own culture. At work however, that’s a different story.
As a Services company, Ideba is highly dependent on client relationships—looking after our client’s needs, and the needs of our client’s customers. One interesting theme that I’ve noticed over the past year, is the increasing influence of “culture” in the decision-making process. In the past six months, I have spoken to several clients that are looking for new positions—ALL for the same reason. Money? No. Dissatisfaction with their manager? No. Increasingly long commute. No? Workplace culture. YES!
We all recognize the impact and cost of employee turnover on morale, on end-customer relationships, and on the bottom-line, with the cost of hiring/on-boarding new employees now estimated at $35k on average. So why aren’t companies paying a lot more attention to this? Could “Chief Culture Office” become an increasingly important role?
Insights on culture from research
During the course of conducting “win/loss” research interviews over the past 5-6 years, we have seen an increasing trend of companies selecting service providers based on “cultural fit”—as opposed to cost. And yet how many companies focus on “culture” in their new business pitches or proposals? Or even take the time to learn about it when scoping new business opportunities?
So if you’re facing employee turnover challenges, or losing out on an increasing number of new business deals, why don’t you step back and consider how much emphasis you place on fostering the right kind of culture at your organization, and/or with your clients?
—David Sly, President