why do we do it?

50% of new working relationships end in disappointment in the first year. Non-motivating company cultures are the cause or the consequence.

A bottleneck in achieving the ambition of your organisation.

research

This alarming percentage has been found in various studies. Indeed’s research shows that 65% of new hires start looking for another job within three months. Half of high earners (>€90,000) start looking again within 28 days. According to GrassGreener, as much as 30% of top-level managers quit in the first year.

We estimate that 50% of new working relationships prove unsuccessful within the first year. Around half of such new employees leave; the other half remain in their jobs, leaving their employer dissatisfied with their performance.

the real cause

Is this high failure rate caused by bluffing employees with no tenacity, overeager HR departments or fast recruitment agencies? We believe that the real cause lies much deeper: the company culture does not offer sufficient motivation.

An organisation’s ambition is the foundation of a motivating company culture. Developing a culture in which everyone is encouraged to contribute to that ambition is as important as it is difficult.
Too often, under time pressure and with a focus on growth, matches are made according to today’s organisational blueprint. It makes sense, as the day-to-day business requires a lot of energy.

Volgens ons ligt de échte oorzaak veel dieper: de bedrijfscultuur werkt niet motiverend genoeg.

age-old principle

The principle of the motivational company culture has proven itself time and again. Have you ever heard of Shackleton? He and his crew were rescued after a ten-month ordeal in Antarctica. Was it a coincidence that everyone survived? It was not; Shackleton had triggered the right men. His job posting included not a single word about required experience or background. Shackleton hired survivors; men who, like himself, believed that the impossible must be possible. Professionals whose ambitions he, in turn, helped realise.

there is another way

Start-ups are a good modern example of organisations with a clear focus on a motivational culture. They have just stepped away from the drawing board and still know exactly what problem they want to solve for their client. Start with the end in mind.

Companies with motivating company cultures can make better matches. There is effective expectation management concerning each employee’s contribution. The clear mission triggers new employees to choose the company and keeps current employees eager to grow with the organisation.

the flywheel

Do you recognise that great feeling of a team in a flow? It is something intangible, but it is as if everyone is given wings. The flywheel spins and grows ever stronger. That is what you are working towards. Inspired, engaged employees strengthen the company culture. They are loyal and empower others.

A clear vision with ambitions and employees with a clear assignment does not mean that new colleagues will never leave, but the turnover percentage will be greatly reduced. Furthermore, because mutual expectations are regularly discussed, any goodbyes will not come as a surprise.

I want that

Would you like to learn more about fostering a motivational corporate culture?

Read up on the Velde Method© or contact us directly. We look forward to discussing it with you.