So, how are we going to achieve this?
The relationship between an organisation and its people is no different to that of a relationship between individuals. What’s required for it to work well is self-awareness, two-way communication, emotional intelligence and a clear understanding of each other’s values, personalities and priorities. As an organisation, we want to make sure that we are very clear and deliberate in communicating and expressing our values, and that we take the time to understand what excites, scares and drives our people beyond their weekly pay packet.
Up until now we’ve tended to rely on our ‘gut feel’ to get a sense of how our employees were doing and, in fairness, it served us pretty well. But, in order for us to find out how everyone was really feeling and what was really important to them, we now want to challenge our thinking and test our assumptions.
This year we started working on our first ever company-wide employee engagement survey with the help of Australian company Culture Amp. The data we collect from our team taking this survey will be analysed to identify key engagement drivers unique to Ozone, we will be able to benchmark our findings against other companies, and will be tracking our performance over time. We’ll share our results and findings with our teams so that we can work collectively to adjust, build, invest and deliver on our promises and our strategy.
Our People and Culture Strategy, and our commitment to receiving regular and honest feedback from our teams is a pivotal step in continuing the legacy of Ozone being a family business with purposeful values.