President Barry Simon likens culture to a service department’s response time. It’s one thing to say it. It’s another to show it.
Culture is very much a process. From writing it down (Little Blue Book) to continually monitoring and evaluating one’s culture, it’s important we “walk the walk,” Simon says. Over the last 9 weeks, that’s been perhaps more evident than ever.
“I feel very comfortable that we’re living our culture as an organization,” Simon said. “If we’re talking about culture, I feel like we’ve been able to show that the Philosophies and Principles in the Little Blue Book, these are things we really believe in as a company.”
Feedback is a critical element to sustaining the tenets of an organizational culture.
Certainly employer to employee feedback. But also the opposite.
For example, Datamax Arkansas has been voted “Best Places to Work” for three straight years. A portion of this award was based on a two-part employee survey process, evaluating workplace policies, practices and philosophies. The Dallas/Fort Worth office just completed a similar survey with Energage as part of a “Top Places to Work in Dallas/Fort Worth” nomination process.
And, of course, right here in the Rave Review, employee feedback was requested regarding the company’s COVID-19 preparation and support.
Here’s the Findings of the COVID-19 Survey:
1. "Datamax has communicated a clear strategy for maintaining operations during COVID-19."
Average Score (1 out of 10): 9.85
- 89 percent scored a 10 out of 10.
- 7 percent scored a 9 out of 10.
- 4 percent scored an 8 out of 10.
2. "I feel well-informed about how Datamax is responding to COVID-19."
Average Score (1 out of 10): 9.89
- 93 percent scored a 10 out of 10.
- 4 percent scored a 9 out of 10.
- 3 percent scored an 8 out of 10.
3. "Datamax demonstrates concern for the impact of COVID-19 on employees and their families."
Average Score (1 out of 10): 9.89
- 93 percent scored a 10 out of 10.
- 4 percent scored a 9 out of 10.
- 3 percent scored an 8 out of 10.
