This graphic—based on findings from the 2013 Culture and Change Management Survey—highlights key findings, global perceptions of culture, top barriers to sustainable change, and presents a comprehensive picture of the survey demographic, which consisted of more than 2,200 participants around the world.
Here's the study I mentioned in my previous post about the work Booz and Company did on culture and engagement.
It's fascinating to see the disconnect between the issue of whether culture is important and what companies are doing about it.
One question that struck me as I was reading this article and getting ready for my next workshop on Retention was whether this issue belongs in the HR department or should the CEO be driving cultural change and improvement>
Who owns the management and improvement of the culture in your company?
One of the top 3 reasons employees seek greener pastures is that they are disgusted by their own company - particularly the culture. Are you protecting yourself by ensuring your best talent doesn't leave you over dysfunctional elements of your culture?
If you could change one negative element of your culture - what would it be?
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