The value of_culture_for_start-ups_slideshare

< the value of culture for start ups/>

May  2013  

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does business have to be cultivated ?

is this the purpose of business?

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or this?

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the value of culture

definition

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Culture

Latin: cultura

literally „cultivation“

definition 2nd attempt

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„Wir sind im hohen Grade durch Kunst

und Wissenschaft cultivirt. Wir sind

civilisirt bis zum Überlästigen, zu

allerlei gesellschaftlicher Artigkeit und

Anständigkeit. Aber uns für schon

moralisirt zu halten, daran fehlt noch

sehr viel. Denn die Idee der Moralität

gehört noch zur Cultur; der Gebrauch

dieser Idee aber, welcher nur auf das

Sittenähnliche in der Ehrliebe und der

äußeren Anständigkeit hinausläuft,

macht blos die Civilisirung aus.“

culture in our terms

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„Culture is a positive

work environment1“

„Culture consists of a

foundation of leadership,

vision, effective

communication, strategic

plan and internal

policies“

1 Leadership Insight Employee Engagement

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let‘s look from an economic point of view :

profit equation

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profit = revenue - costs

extended profit equation

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profit = (price x units) – (cfix + cvar)

impact on profit equation

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profit = (price x units) – (cfix + cvar)

innovation

impact on profit equation

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profit = (price x units) – (cfix + cvar)

productivity innovation

impact on profit equation

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profit = (price x units) – (cfix + cvar)

productivity effectivity innovation

impact on profit equation

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profit = (price x units) – (cfix + cvar)

productivity effectivity innovation churn

impact on profit equation

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profit = (price x units) – (cfix + cvar)

productivity effectivity innovation fluctation recruiting

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impact factors derive from employee engagement !

what employee engagement is – and their drivers

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Measures an employee‘s attachment and

relationship with the organisation, working

culture, their role and relationship with

colleagues. The level of engagement will

positively or negatively influence employess

willingness to go the extra mile at work,

innovate and assist a company in reaching the

corporate or unit strategy

Employee Engagement

§  Leadership

§  Organizational Structure

§  Processes

§  Culture

Drivers

culture matrix

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Why?

engaged employees – what for?

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+19,2% vs. -32,7%

2,69 vs. 6,19 and 13,4bn UK Pound

70% vs. 17%

87% (sic!)

78% vs. 13%

Country comparison - one third of all employees are engaged

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36 38

41 29

40 30 30

45 11

43 40

18 34

33 44

0 10 20 30 40 50

Australia Brazil

Canada China

Denmark France

Germany India

Japan New Zealand

Norway South Korea

Sweden UK US

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culture drives employee engagement !

it‘s not „or“ – it‘s „and“

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$ 350.000.000.000 committed people

but it‘s not falling from the sky

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culture matrix

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Why? How?

bound to clear strategy

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The challenge for

businesses is to create

organizations where

employees are aligned

and engaged to a clearly

articulated strategy.

quantitative versus qualitative

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§  Only way to accurate information about employee engagement is to measure it.

§  The most accurate way to achieve this is through a quantitative survey.

§  Surveys need to be tailored to your organization, your strategy, your values and your language

§  „Numbers don‘t tell you the full story“

§  Survey do not elaborate on the root causes of disengagement. – Solution arise from boardrooms and subsequently fail to re-engage employees

survey interview

VS

selection of drivers of employee engagement

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commitment to core values – does your company care for values?

my opinion counts – do you ask your employees?

clear understanding of expectations – do you have clear processes?

senior leaders value employees – do you appreciate your employees work?

personal work is linked to personal plans – do you enforce career plans?

clear understanding of organizations mission – is your mission transparent?

clear career opportunities at my organization – is there are possibility?

my organization promotes health and well-being – do you care?

my organization invests in learning and development – what do you do?

culture matrix

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Why? How?

When?

it‘s never too late to do the right thing

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„It's   never   too   late   to  be  who  you  

might  have  been.“

– George Elliot

„Man  darf  niemals   'zu   spät'   sagen.  

Auch  in  der  PoliCk  ist  es  niemals  zu  

spät.   Es   ist   immer   Zeit   für   einen  

neuen  Anfang.“

– Konrad Adenauer

culture matrix

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Why? How?

When? Who?

more than 80% of engagement drivers are in the management of your company

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49

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my manager communication recognition teamwork autonomy fairness

direction

senior leadership processes strategy

basic needs

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leading by example is a must for entrepreneurs !

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what does PAYMILL do ?

how PAYMILL solves this issue

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Danke

@mrkhnkl    

@paymill