In the world of work, having a unique and differential organisational culture is advantageous to businesses and can help retain and attract staff. A new whitepaper, the Global Employee Survey 2021 by Robert Walters, has indicated that traditional ‘corporate-culture-type’ organisations may lose out on in the war on talent unless they seize the opportunity to pivot and embrace a start-up culture. The report noted that 50% of global professionals would prefer the experience of working in a start-up over the stability of being employed by an established company and that 42% of those surveyed were looking for a company culture that allows them to thrive.
Younger generations of the workforce cite innovation as a critical requirement when choosing an employer. Embracing a start-up culture can be the key that unlocks an organisation’s innovativeness. As many organisations continue to re-evaluate what culture means to them, should they choose to ‘act like a start-up’, they may be able to successfully position themselves as lucrative places to work in younger job-seekers’ minds.
According to the report, a start-up culture can be defined as a positive environment that values creative problem solving, open communication and a flat hierarchy. Organisations should examine how they can break down barriers that hinder growth and communication which will lay the path for them to embrace creativity and innovation. “Allowing employees to make mistakes and constantly reinventing themselves will lead to higher workplace engagement. A workforce that is trusted and allowed to approach tasks [in] their own way is more likely to be engaged,” commented Tiffany Wong, Director, Robert Walters.
The report suggests the following tips that business leaders may turn to to make their organisation feel less white-collar and more like a start-up.
- Flatten the structure: A flat leadership structure can be complex to get right in large organisations. A way to start would be to enable leadership accessibility can break down barriers between levels and create a more engaging culture.
- Practical (and wanted) benefits: Leaders may want to consider enacting perks both at home and at the office that make employee’s lives easier and free up their time. Flexible benefits empower employees to choose what is right for them whilst sought after perks such as childcare services or gym memberships can help promote a well-balanced employee lifestyle.
- Be nimble: Agility is an extremely visible component in start-up organisations and can be identified in the way workers work, offices are organised and the way brainstorming sessions are carried out. Flexible ways of working and breaking large teams down into small teams of four allows for great flexibility within a matrix structure.
- The right environment: Providing a creative, collaborative work environment, can help improve communication and interpersonal relationships amongst employees. The objective is to create a space where employees enjoy what they are doing whilst cultivating innovation.
Paul Arkwright
Publisher
