Culture is a leading indicator of employee satisfaction. It needs to be treated as an investment in the success of the business. As such, it should have an official creed to explain it.
Culture shifts change how workers think and operate. The bold statement or manifesto you create will become the black and white benchmark for employees to work by. It also will determine how your brand comes to life in your organization. So is it time to craft a new one?
Evaluate your manifesto with input across functions. Pull keywords from your mission statement and ask a diverse team of employees how they fulfill those. If words like innovation, agility, transparency, or compassion are used, assess their presence and role within your company.
Culture partially defines a brand, but it also attracts and retains talent while greatly affecting employee commitment levels. When deeply entrenched in a company, the culture manifesto actually becomes a filter for pivotal decisions—regarding everything from choosing supply chain vendors to establishing hiring processes.
When employees have embraced your company’s desired culture, you will hear the manifesto repeated often and see it lived out continuously. As the summary of a company’s core DNA, an accurate manifesto should adapt to market changes. Plan on tweaking a manifesto’s language over time in order that it remains relevant to all of its stakeholders.
A recent study by Gallup found that businesses with greater percentages of engaged employees significantly outperformed their competition—with earnings per share that were 147% higher.