When they’re recruiting, a lot of businesses like to sell their “corporate culture” to potential new hires. Friday afternoon beers, ping pong tables, casual dress codes, free breakfast, company outings — all of these and more will be touted as amazing side benefits of working for this new company. And these can be great, if the actual corporate culture actually supports these material offerings.
What some new hires and businesses are realizing is that a positive and productive work environment can’t be bought as easily as a ping pong table. Sometimes, after being told about all these great perks, a potential hire will walk out and see that their future co-workers aren’t playing with the Xbox or laughing and collaborating in the beanbag chair lounge. Instead, they’re hunched at their desks, headphones in their ears and silent.
This is the divide between buying corporate culture and building corporate culture; the company has bought all the toys, but its policies and attitudes probably discourage its employees from using them. Building a corporate culture takes a lot more work than swiping a credit card — top level employees have to set an example, and policies have to align with the desired type of culture.
Company intranet follows a similar pattern; when a company buys an intranet platform but doesn’t invest in it, it goes under-utilized, no matter how many bells and whistles it has.
With that in mind, we have four tips on how to make your intranet more likely to succeed with your employees:
1. Make it useful.
Your intranet should have the features your business needs. Every8th is great for this because we have a custom app builder that allows businesses to create any module they could possibly need.
2. Make it relevant.
At the same time, don’t crowd your intranet with extra features and information that no one will use. Think hard about your business objectives and how you want people to use the system to accomplish those, then build accordingly.
3. Set an example.
The intranet should be built for everyone to use. High-level employees should know how the system works and use it appropriately.
4. Don’t force it.
When you set up a new system, it’s natural to be excited about using it; however, keep in mind that most employees are now faced with a new and potentially intimidating piece of technology. Don’t force everyone to learn how to use it for every task right from day one. Start slow, give plenty of access to training and help documents, and try to only integrate it for tasks that make sense. A company chat-room will never completely replace a face-to-face meeting for intensive high-level decision-making, so don’t try to make it.