Organizational Culture Issues That May Impact Personnel Decisions

While most leaders and managers tend to think employee engagement alone can help improve the business, research has shown that the most effective way to propel growth and improve business outcomes is by improving overall workplace culture. While employee engagement is important, it’s a direct result of how robust your organizational culture is.

Although, what’s employee engagement? Well, this is how workers feel about both their jobs and the culture at work. The stronger the workplace culture, the better your workers will understand what they are working toward and what’s required of them. An engaged employee is more likely to stay motivated, happy, and fully committed to the business.


How workplace culture impacts personnel decisions


High-performance workplace cultures will directly result in employee engagement. Why? Because a high-performance organizational culture will clearly define the norms and behaviors that are both supportive and healthy.

Employees in this situation will know what’s expected of them, how they’re to make decisions, and clearly understand the culture in place. They feel supported, involved and connected. And all this combined will result in a more engaged employee.

Employee engagement and organizational culture are closely tied together. If you’re looking to improve personnel decisions and employee engagement, you’ll need to begin by improving the culture at work. Below are some of the ways you can do so.


Organizational Culture Issues That May Impact Personnel Decisions


Clearly define the culture 


Documenting the culture in the workplace will help you develop a strong organizational culture which, in turn, will lead to better engagement by employees. Your organization’s backbone and DNA are what help define its culture. Just like with any business objective and strategy, your culture must be clearly defined. For starters, you’ll need to work hand in hand with leadership and management to define the company’s mission, its vision, its values and how you expect employees to behave.


Documentation of the defined culture 


This can be in your Intranet system, an employee handbook, in a presentation, and so on. Once you have done this, widely distribute the culture you’ve documented. Follow up by making presentations of your defined workplace culture. You can do this at manager-employee one-on-one meetings, team meetings, company-wide town halls or all the above.


Involve your employees 


Once you know how to improve the culture in your workplace, start involving your employees. Use their feedback to communicate your action plan. Come up with focus groups that revolve around your action plans. Hold brainstorming sessions so that you can gather employee ideas. Whichever way you choose to involve your workers, the return on investment will be huge. Employees will start to eventually feel like they are helping shape the culture of the company, and their decision-making and engagement will improve and increase in the process.




About 85% of the Human Resource leaders out there claim that employee engagement and company culture are some of the biggest challenges they face. Coming up with a strong organizational culture can be a daunting task. It’s never really a one-and-done thing. Hopefully, though, this article has given you some idea of how you can make things easier.