In preparation of this week's engagement survey and celebrating "Keep the Dream Alive", we've discussed employee engagement, careers, and culture. For many years during this celebration we have signed a poster reflecting everyone's support of the "Dream" and Con-Way's culture. But the research discussed in parts one and two show that a company's culture and said company's employee level of engagement directly influence one another. Annually we are shown the touchy-feel-ie video showing all the smiling faces of Con-Way and given all the particulars of what our dream is and how great our culture is.
But...
if culture is defined as the sum of an organization's behaviors and practices, should we not treat this next week as a beginning instead of an anniversary? Should the survey be that base or foundation of present culture at the local level that will be used to formulate a strategy to improve the employee engagement going forward?
Every action has a cause and an effect. Our "Dream" has been implemented as to what our culture and core values will be. This being the cause, our performance or engagement as employees has been expected to be "automatic" because this is the effect they expected. But is this not truly backwards? Just how has the "old school trucking" model of engaging employees been successful. Isn't the true culture of this company the sum of the behaviors and practices at every location all melted together in one big pot? What do you think they would smell and taste in this concoction?
Take the opportunity this week to participate in the survey with your heart and soul. Positive change is possible. The first three steps in Sigma Six involve determining where you are today and using all this information to fill the pot I mentioned above. From that point it will be interesting whether they throw out the mixture or accept that they created it and that they themselves can change some of the ingredients to improve the taste.
If you truly need an opportunity to stand on your feelings against all this, complete the survey, then simply decline to sign any poster, doctrine, or card for the next six months waiting to see positive action taken on account of the survey.
One last point;
for two weeks we have been discussing how we should operate our company going forward in future years. Most others in this industry are still wondering if they will even be employed in another year.
But...
if culture is defined as the sum of an organization's behaviors and practices, should we not treat this next week as a beginning instead of an anniversary? Should the survey be that base or foundation of present culture at the local level that will be used to formulate a strategy to improve the employee engagement going forward?
Every action has a cause and an effect. Our "Dream" has been implemented as to what our culture and core values will be. This being the cause, our performance or engagement as employees has been expected to be "automatic" because this is the effect they expected. But is this not truly backwards? Just how has the "old school trucking" model of engaging employees been successful. Isn't the true culture of this company the sum of the behaviors and practices at every location all melted together in one big pot? What do you think they would smell and taste in this concoction?
Take the opportunity this week to participate in the survey with your heart and soul. Positive change is possible. The first three steps in Sigma Six involve determining where you are today and using all this information to fill the pot I mentioned above. From that point it will be interesting whether they throw out the mixture or accept that they created it and that they themselves can change some of the ingredients to improve the taste.
If you truly need an opportunity to stand on your feelings against all this, complete the survey, then simply decline to sign any poster, doctrine, or card for the next six months waiting to see positive action taken on account of the survey.
One last point;
for two weeks we have been discussing how we should operate our company going forward in future years. Most others in this industry are still wondering if they will even be employed in another year.
