PRWeek 2016 Best Places to Work U.S.
Company culture goes deeper than a well-stocked fridge and a pet-friendly office environment. It is the raison d'être that unites colleagues and fuels business success. PRWeek reveals the 2016 Best Places to Work U.S. honorees.
The PR Week article, “PRWeek 2016 Best Places to Work US,” quoted Russell Reynolds Associates consultant Seema Kathuria about the importance of employee communication and recognition within an organization. The article is excerpted below.
Pool tables and funky office spaces. Flexible work-from-home schedules and unlimited time off. Competitive compensation and great benefits.
The aforementioned can make a workplace attractive to potential talent - and keep them there - but they alone do not make a culture. Agency presidents and in-house leaders of past Best Places to Work winners say it is about living and breathing your culture in every facet of your business. This includes areas that aren’t as sexy or talked about, but are just as important, such as how you recognize employees, communicate to staff internally, and make top leadership accessible.
PR pros say employee recognition is a critical part of culture, particularly when it is communicated in a public way. It can reinforce corporate values to employees and help connect them to something bigger.
Recognizing good work
As employers look to recognize good work more often, some of them are putting less importance and weight on annual performance reviews.
"Some companies have completely eliminated them," notes Seema Kathuria, MD, corporate affairs and consumer sector at executive search and assessment firm Russell Reynolds Associates. "In some ways, it is outdated — at least as a tool for recognition and reward, because it happens only once a year."
"Now, they put the onus on managers for continuous engagement," she adds. "And that ties into the development of the individual and opens up accountability, showing employees the company is engaging and paying attention to what they do."
Seema Kathuria of Russell Reynolds Associates says she’d like employers to invite more internal dialogue on the issue.
"A company may have the perception it is trying to be as adaptable as possible, but in reality it might not be getting the input from those most relevant inside the organization," Kathuria explains. "Companies should lead the conversation in a free-form dialogue. It could help them better understand what they need to do."
To read the full article, click here.