In order to lure top talent, many organizations tend to oversell its value proposition, or what it can (will) offer to its employees. The same way consumers shy away from an unauthentic and misleading brand, employees become quickly disengaged and wary once they realize that what they “signed up for” is not going to happen.
In other word, Cultural Debt is accrued when a perception emerges within an employee base that the organization has broken a promise. Cultural Debt is invisible, so it’s far from easy to find and rectify. And when trust is lost, employees’ desire to go the extra mile ever so quietly falls off a cliff.
Peter Phelan is the Founder and CEO of Values Culture, and a 20-year veteran in People & Culture leadership including Chief People Officer roles in leading global technology companies where he curated award-winning cultures. He is a popular speaker on HR Transformation, and was even selected as Top 100 HR Innovator in Tech 2016.
Today with Peter we talk about:
– What is cultural debt.
– What are some of the warning signs that a culture is no longer working.
– How can you assess and measure cultural debt.
– How you can prevent or fix it.
– What talent acquisition strategy organizations need to put in place to find the right people to carry on the culture and avoid cultural debt.
This episode is brought to you by Spring International. Spring is a woman-owned boutique firm that focuses on performance-based employee engagement and people analytics. From on-boarding to exit, Spring uses proven techniques to help companies improve the employee experience and calculate the ROI of HR programs and initiatives.
Spring can help you on your human capital analytics journey – visit their website at www.springitl.com or email firstname.lastname@example.org.
If you want to send me feedback, suggestions for future topics or guests, you can reach me at email@example.com or on Twitter @eX_Summit.
Thanks for listening.
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