The recent Peer 150 National Summit in Seattle provided valuable insights into building strong organizational cultures centered on purpose, values, and employee recognition. Here are some key takeaways from the event:
The Power of Purpose-Driven Cultures
Christina Thuy Seafort, CPO of Monster Energy, emphasized that “culture matters for business survival and quality of life outcomes.” This sentiment was echoed throughout the summit, with speakers highlighting the importance of aligning company values with team and individual values.
Values + Connections + Purpose = Happiness
A great example came from Rover.com, whose mission “We make it possible for everyone to experience the unconditional love of a pet” resonates deeply with their employees. Rover demonstrates how living company values can be integrated into every aspect of the business, from values-focused interviews to leaders referring to values during presentations, to offering values-based benefits.
Values are created by the people who work at the company. Ask yourself:
- Do you have values / principles that drive company culture?
- Do communicate your values often, link recognition to them, etc.
- Should your values evolve with your business?
- Do ask people if they are still relevant.
- Are values driven by the CEO, leaders and high-potentials?
- Do observe and ask them for input.
- Do people behaviors align with your company values?
- Do focus on cultural contributions.
“It’s not hard to make decisions when you know what your values are.” Roy E Disney
Here are a few resources for you:
- The book ‘The Good Life’ and the TEDTalk by Robert Waldinger ‘The Harvard Study of Adult Development’ reveals that the strength of our connections with others can predict the health of both our bodies and our brains.
- Complete a values assessment to understand what is important to you and what behaviors are aligned to your values.
- Contact me if you’d like to organize a workshop with your leaders and teams to intentionally create a culture of belonging and engagement.
Creating a People-Centric Environment
Several speakers emphasized the importance of creating a people-centric work environment. Nationwide’s example of providing 8 hours a year for “Future of Work” development demonstrates a commitment to employee growth. Rover.com showcased how pet-friendly policies can enhance workplace culture. With 70% of employees owning pets but only 11% of offices allowing them. Rover.com sets new standards with their pet handbook outlining dog rules and the belief that pets are “chief icebreaking officers”. Sidenote: at this point there are no cats or other pets allowed in the office.
Leadership and Culture
Mark Brown, SVP Talent and Inclusion at Starbucks highlighted that leadership reflects culture. He emphasized the need to examine all processes and the employee experience to ensure they support the desired culture and create a sense of belonging.
The Role of Allyship
The summit also touched on the importance of allyship in creating inclusive cultures. The Evolution.Team emphasized that allyship is a verb and introduced the different levels: inactive – reactive – proactive – progressive – best practice. Organizations are encouraged to foster proactive and progressive allyship among their employees.
Michele Y. Smith, CEO of MOPOP, shared her story and how mentors and allies supported her throughout her career. She is paying it back by supporting schools and women and introducing wellbeing days for all employees.
Here are a few resources for you:
- I personally can attest how important it is to have a coach, mentor or ally. I’ll share examples in the book ‘Dare to Ignite Your Dreams,’ a short series of memoirs writing by Immigrants. It will be available for purchase at the end of November! Look out for an invite to the official book launch beginning of December!
- Contact me if you’d like to implement a Mentoring or Coaching program, frameworks, guides or training.
Conclusion
The Peer 150 National Summit reinforced that creating a strong, purpose-driven culture with robust recognition practices is crucial for business success and employee satisfaction. As Roy E. Disney put it, “It’s not hard to make decisions when you know what your values are.” By focusing on values, purpose, and recognition, organizations can create environments where employees thrive and businesses flourish. This is also highlighted in the Achievers Workforce Institute model of Belonging.
Did you know?
Recognition is the Key to Employee Engagement
OC Tanner’s 2024 Global Culture Report examines the most pressing challenges and opportunities for how leaders engage employees, manage change, practice flexibility, build skills, and develop resilience.
The report revealed that 80% of the workforce feels overlooked and underappreciated. To combat this, organizations need to focus on recognition as a cornerstone of their culture. They also need to ensure that constructive feedback is proved with positive intent and based on observed behavior. The report suggests that employees need 35 recognition touchpoints per year for optimal engagement. Recognition should be:
- A sense of awareness or understanding.
- An expression of approval and gratitude.
- An opportunity to enhance growth and improvement.
The outcome is an increased trust and connection with leader and organization, enhanced confidence and sense of autonomy. Implementing a strong recognition program can lead to a 592% increase in productivity and extend employee retention by 2-4 years.
Here are a few resources for you:
- Executive Summary | 2024 Global Culture Report | O.C. Tanner
- Contact me if you’d like to discuss which feedback and recognition model and framework would work for your company.
- Train people on how to give meaningful positive and constructive feedback. Contact me if you’d like to organize a workshop to help your leaders master feedback and coaching.
Let’s work together and create cultures of purpose, belonging and engagement!