Did you see the HR Jobs Pulse Survey report released by SHRM (Society for Human Resource Management)?
The survey findings indicate that 1 in 5 organizations are hiring to fill HR positions, and more than 1/3 of HR professionals plan to seek new employment in the near future.
Of those respondents on the hunt for a new job, nearly half indicated that the main reason they’re looking for a new job is “better organizational/corporate culture”.
I wonder why that is.
Is it because these HR professionals couldn’t help their organizations define its own corporate culture? Or was it because they have a different view on what that organizational culture could and should be?
As a strategic leader in the organization HR should have the opportunity to help shape organizational culture via their talent programs. We need to applaud HR for what they do in this capacity.
Because achieving a good workplace culture doesn’t happen accidentally. It happens intentionally. It’s also worth putting some effort into.
Look at the returns:
- Increased productivity and innovation
- Improved employee morale and performance
- Reduced employee turnover
To name a few.
The basic building blocks of intentional corporate culture
So where to start? Well, the basic buildings blocks of an intentional corporate culture require your organization to define:
- The desired culture required to enable your corporate strategy
- The values to align with culture
- Who you are, and who you are not
Recognizing the importance of a good culture, many high-performance organizations (like CPP, Sun-Rype, St. Camillus and PEMCO) have all implemented talent management programs and activities to set, manage, and monitor their cultures in order to realize these returns and achieve strategic business objectives. Clearly, intentional corporate cultures have an impact.
As Peter Drucker has said, “Culture eats strategy for breakfast.”
If HR doesn’t feel it can influence and help shape what the organizational culture can be then yes this is a problem. We know every organization has a culture; some are just better than others. And if CEOs and senior leaders truly are focused on making talent management a top priority in 2014, then they need to look long and hard about why their HR people are jumping ship.
It could just be that something else about the business is eating culture for breakfast.
Your turn: What do you think about the HR Jobs Pulse Survey report findings? Is HR losing its ability to help shape corporate culture?
Articles on workplace culture
For more on creating intentional workplace culture, read some of these articles from TalentSpace contributor, Lizz Pellet: