In her May 2018 Harvard Business Review article, Melissa Daimler thoughtfully addresses Why Great Employees Leave “Great Cultures.”
I won’t boil down her great piece into too simple an answer, but the quotation marks give it away. Before wondering too much, companies need to make sure they’ve in fact got a great culture. No offense, but ping pong and the occasional taco bar alone do not a great work culture make.
(I might add that companies will often deny that any great employee has ever left their ranks. I’ll call this the “That Guy Sucked All Along Post-Resignation Rationalization.” But I digress.)
So a great work culture, according to Daimler, is when behaviors, systems, and practices align beneath a positive set of articulated company values. For example, if you tout work life balance but don’t offer time off or require late nights, you’ve got a behaviors – systems glitch and therefore a suboptimal culture.
What I like most about this article is that it offers a framework for evaluating a workplace culture. No one factor alone is enough. Saying all the right things is just words if you don’t put the systems in place to make those things possible. Establishing a review process that’s great on paper isn’t enough unless you’re actually following it.… Read the rest and share