HR professionals often find themselves fighting an uphill battle to create a positive and safe workplace.
Not to rub it in, but we thought we’d share a case study of what could be when the opposite occurs. Read on and see what happens when leadership listens to HR, as Rainbow Municipal Water District (RMWD) is a shining example of how HR can have a significant impact on workplace culture transformation – when leadership trusts them.
RMWD leadership trusted HR, and their idea to take a deep dive into culture. With leadership’s blessing, in partnership with Civility Partners RMWD’s HR team:
- Conducted an in-depth audit to understand the current state of their workplace culture and identify key areas for improvement
- Established new channels for employees to voice their concerns and suggestions, ensuring that the workforce’s insights were reflected in decision-making processes
- Provided training and coaching programs that focused on both physical safety and psychological well-being
- Committed publicly to prioritizing employee safety and well-being, setting clear expectations and demonstrating their support for HR’s initiatives
The results of these efforts were remarkable. RMWD saw a huge boost in employee satisfaction, and engagement and safety improved significantly between the first and second survey we conducted. Responses to the statement, “Safety is not sacrificed to get the job done”, for example, rose by 26% over the first survey, and confidence in safety policies went up by 16%.
Work/life balance questions saw a 10-20% improvement. Employees felt more valued, performance conversations got better, and RMWD’s net promoter score (NPS) shot up to 96%. In other words, 96% of their workforce would recommend RMWD as a good place to work.
The moral of this story is that when leadership and HR are on the same side they can make a positive impact on employees and the organization – the proof is all here in the full case study.
Unfortunately, we know all too well that not everyone experiences this support from leadership, and obtaining buy-in for your HR initiatives can be tough.
That’s why we want you to join our upcoming webinar, Getting Leadership to Listen to HR on August 28th at 10 am PST. We’ll share proven strategies and real-world insights to help you make your case and develop your very own case study that proves good things happen when CEO’s listen to their HR teams. Plus, you’ll earn 1 SHRM PDC and gain access to exclusive resources!
Save the date and invite anyone who could benefit from it! Everyone’s welcome!
The post Case Study: HR’s Pleas Are Heard, Resulting in Positive Culture Change appeared first on Civility Partners.
“We are committed to helping your organization meet its goals by partnering with you to develop and deliver systemic solutions to negative workplace behaviors. We will partner with you to build a positive and healthy work environment so your employees can thrive.
We don’t focus on the corrective actions involving eradication of problems and negativity, we focus on finding solutions that create a safe and civil workplace – and there’s a difference. Focusing on solutions creates preventative and sustainable change.
Negative and aggressive workplace behaviors are systemic. In order to effectively remove them, holistic and system-wide solutions that are tailored to your organization and focused on prevention, not correction, are required.”
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