Trojan CorporateTrojan Corporate

By Narelle Davidson


Do you know what the compliance culture is like at your club?

Have you ever taken the time to ask your staff what they think or feel about the workplace values?

A few months ago I used some statistics in a presentation to club managers. The statistics I shared had been taken from various employee climate surveys. Here are some of those stats:

  • 92% of managers say they’re doing an “excellent” or “good” job managing employees; only 67% of workers agree. –Rasmussen Reports LLC for Hudson
  • 63% of those who do not feel treated with respect intend to leave within two years.
    –Sirota Survey Intelligence
  • 33% of management and 43% of non-management employees think their companies are not doing enough to deal with poor performers.
    –Sirota Survey Intelligence
  • Executives say their managers spend an average of 7 hours or more a week sorting out personality conflicts among staff members.
  • Companies with engaged workers have 6% higher net profit margins and engaged companies have five times higher shareholder returns over five years. 2012 – Kevin Kruse, What is Employee Engagement 22/06/2012.

There were three reasons that I had included the stats to the talk:

  1. Because everyone loves a good statistic
  2. To engage my audience early in the presentation.
  3. The main point – To draw attention to the importance of understanding what your employees think.

There is a lot of argument around the value of employee surveys.  Some will say that they have a good understanding of their company culture without conducting a survey. That’s not really the issue. It’s that you’ve actually taken the time to ask your team how they feel that matters. However, just asking the questions is not enough. Once you learn what it is your employees feel, you need to do something about it.

After delivering that presentation, I was asked to share my top questions to ask employees about workplace values in an employee climate survey.  I’m sure there are many fancy philosophies, theories and science that could be applied to designing such enquiry. My instincts tell me that it makes sense to ask the questions I want answers to. I do believe however, that in conducting such analysis it is important to align to some important values.  Over the next few weeks I’ll share my top questions with you.

I read this article recently about finding the right employees. I think it reinforces the point that everyone is an individual, with their own ideas, values and beliefs. This is important when considering our compliance culture and workplace values so that we seek people to align with ours.

About narelle-davidson
Narelle Davidson has been involved in the hospitality industry for 20 years and has experience working with clubs and hotels in New South Wales & Queensland. Narelle has progressed through varying roles from front line customer service, gaming promotion co-ordination, self-employment, hotel management, training, consulting and compliance. In most recent years, Narelle has focussed on compliance programs and solutions for hospitality venues. With practical understanding of both NSW & Queensland legislative requirements Narelle is able to rationalise and provide the expertise required to facilitate effective regulatory and operational compliance frameworks. Narelle is a current member of the Governance, Risk and Compliance Institute (GRCI).