Over the past 20 years I have worked in the tourism, customer services, education and gaming technology sectors. They were all very enriching but culturally different experiences.
I spent a number of years working in all of these companies, usually at least 5 and looking back it is very clear that as I grew and developed within a company, what I considered to be important, motivating and enriching changed as I spent more time within the organisation.
I remember very clearly when I first heard about the booming online gaming industry in Malta. It was all the buzz, the latest new thing and everyone was talking about how working in this industry was so cool. The salaries were considerably above average, beautiful offices and the 'perks' were amazing. Some talked about working in gaming as if it was a constant party. Others considered it a bubble that would burst in a few years. 20+ years since the MGA (Malta Gaming Authority) was established the industry is one of the main drivers of the Maltese economy, it employs thousands of people, and is still a fantastic industry to be a part of.
So what was the buzz all about in reality ? Was it really about the salaries, the perks, the free lunches and so on? Or was there more to it ? After 9 years in the industry and counting I have gotten a broader view of this. So here is a synopsis of what I've found.
In order to get to the nuts and bolts of this you have to go down to the basics. As people don't live of bread alone the obvious destination was Maslow. You can trace a very interesting correlation between Maslow's hierarchy of needs and well developed company culture programs, the gaming industry does this exceptionally. There are actions and initiatives that many organisations take that trail a distinct path from survival needs to self actualisation. Whilst it is evident that great perks are a very good tool to attract and recruit employees and help fulfil the lower parts of the hierarchy the path to self actualisation and therefore retention and development of good employees requires from more than just 'perks'.
Key Benefits of a managed Company Culture Program
Lower absenteeism
Improved retention rates
Happier Customers
Increased Profits
Better Selection of candidates for new roles
Higher Value built into the brand
Examples of Key Initiatives that trail the Maslow Hierarchy
Survival Needs
Fair and equal wages
Reasonable work/ Life balance
Job security and peace of mind (legal Contracts)
Medical Care
Security Needs
Active commitments to no harassment and bullying
Inclusivity Programs
Ethical Leadership Development
Transparency
Belonging Needs
Cultural sensitivity and appreciation
Strong Onboarding programs
Engagement in diversity education
Shared Values
Importance Needs
Recognition of effort to bring value
Achievement awards and bonuses
Shared Success Story platforms
Self Actualisation Needs
Education Assistance
Friends and Family inclusion
Wellness Programs
Community Service
Parental Assistance Programs
If you have made it this far. Thank you for reading my blog. My goal is to share as much of my knowledge and experience as possible to who ever may need it using the links below.
Comments