The Power of People: Fostering a Positive Company Culture
Our new People Director, Natalie Otton, shares her insights on how People & Culture can drive employee engagement and business results!
Can you tell us more about your past experience as a People Director?
My experience so far in the HR field started many years ago when I was a teenager, helping my parents run their business. We set up what we called then, the Personnel Department. I helped set that up, looking at policies, dealing with employees & agency staff from a very young age. I then took my business degree, which had elements of HR in and then progressed in different industries, from fashion to where I am now – working in HR, which has evolved from HR to People (and culture). I think people nowadays aren’t just our resources, they are people – and it’s important to acknowledge it that way!
What role does employee feedback play in shaping company culture?
I think employee feedback is so important in shaping company culture! It shows that you value open, continuous and transparent communication. It should be something that is done regularly, rather than just doing it once to show if you’re doing it. You need to do it continuously, and anonymously so people feel that they can say what they want to say. Be open, and in turn, you would hope the business would learn from that.
It makes the employee feel valued and listened to as well, which I think is really important. Ultimately, you are part of the same team with the same end goal.
What issues could affect company culture?
I think the issues that can affect company culture can often be about leadership. It can be an autocratic environment, and you really don’t want that. I think times have moved on and companies are shifting now – hence the company surveys and listening to employees.
Other areas including high absenteeism can affect it as well. When your teams are absent, and it’s not controlled, or people aren’t looked after. Why are they sick so often? What’s happening? It needs to be monitored and looked after.
I recently saw a survey that said 30% of people leave their job within the first 90 days because of the company culture. I think it says a lot! How you onboard, how you look after, how you share your values – and you retain your people through doing that.
What are the key factors for a positive company culture?
Every company has a culture naturally, so it tends to be design or default.
If it’s default you can let that turn into a toxic culture and not get the best out people, not the work environment. Or you can make that culture the best
it can be, instilling your core values in your leaders, training, mentoring, reward recognition. Everyone needs to be recognised for what they do. We spend a chunk of time at work, and we need to know what we’re doing is valued and recognised.
There are so many companies I’ve seen that still do that, a controlling manager or just not a nice place to be. Not a nice place to voice your opinions, your ideas at the end of the day, we all have that end goal to get to the same place, and we should all be heard in the same way.
How Important is a positive company culture?
I think a positive company culture is the most important thing. Your team – your people are happier and in turn more productive. When that happens, they’re less likely to leave.
therefore, you have a lower staff turnover. I think it’s the most important thing and it’s luckily been recognised more and more now. If not, I think the consequences are you have people that don’t work well together. You have a toxic workforce. Your sales are low your & your profits are low. The knock-on effect is huge!
What changes do you plan to introduce to United Business Group?
The changes I’d like to look at United are going to be easy to make. It’s already
a very forward-thinking company. They have hired me as a People Director. It shows a willingness to want to make change and look after their people. They’re already instilling certain things to communicate as it is. I will be looking just to make simple improvements to that I’ll be looking to make sure managers are trained and understand
the company values. Let’s remind people where we’re meant to be going and how we get that productivity and output that we all need. I’ll be looking at redesigning the employee lifecycle from onboarding to exiting the business. We are so good at so many things, but I think there is always room for improvement. Looking at reward recognition and the company culture as a whole of how we can improve – anything to get to where we want to be!
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