[vc_row][vc_column width=”1/6″][/vc_column][vc_column width=”2/3″][vc_column_text]Glassdoor recently published the “2019 Best Places to Work – Employees’ Choice” and a quick scan of reviews by employees shows just how much a positive work culture matters.

In fact, last year’s “The Culture Economy” report found that a third of British employees quit their jobs due to a bad workplace culture. And Deloitte’s 2012 “Culture in the Workplace” found that 94% of executives and 88% of employees believed a distinct workplace culture was important to business success. 83% of executives and 84% of those employees ranked having engaged and motivated employees as the top factor that substantially contributed to a company’s success.

A business with a happy and engaged workforce that feels valued by their employers will succeed. The Glassdoor research last year also reported that poor company culture is costing the UK economy £23.6 billion a year. As change and uncertainty is an accepted norm, leaders within businesses continue to endeavour to stay ahead. Whether a CEO, Managing Partner, Founder or Functional Director, business leaders will continually be checking whether the organisational design in place is fit for purpose, for now, but more importantly, for the future. Or at least, they should be if they want to cultivate the right work culture and retain, as well as attract key employees.

Put simply, organisational design is the process, structure, and hierarchy business leaders need to put into place to create their desired culture into practice. It’s how things are done that matters. Typically this includes how the business communicates, how it develops its people, how it assesses performance, how people work together, how roles and responsibilities are structured, how reporting lines work, how work is allocated and flows through to completion, even, how people schedule, and run meetings.

If carefully developed, a company culture will enable everyone in the business to do his or her job more effectively. A business culture will be significantly enhanced if the organisational design clarifies authority, responsibility, and accountability, and is aligned with the business strategy, and reinforces the values that are important to the organisation’s success.

To avoid becoming a depressing statistic and change the workplace culture business leaders will need to look at modifying their organisational design in a way which is as effective and painless as possible. It, of course, needs to invigorate employees, build distinctive new capabilities, and attract and retain clients.

Kerry Jarred, co-founder and partner at Ignium, the leadership development and change experts, outlines five key principles to keep in mind when evolving organisational design to deliver the desired business shift or growth.

https://www.glassdoor.co.uk/Award/Best-Places-to-Work-UK-LST_KQ0,22.htm

https://www.bmmagazine.co.uk/news/poor-company-culture-costs-uk-economy-23-6-billion/[/vc_column_text][/vc_column][vc_column width=”1/6″][/vc_column][/vc_row]