Category Archives: Benefitfocus

How are you Maintaining Your Culture?

 

As I’ve been going through the book, “Benefitfocus: Winning With Culture”, I’ve thought about what made their culture so successful compared to other companies. After thoroughly considering this question, I realized that some of the issues companies have in regard to creating and maintaining their cultures are because they don’t follow through. So many times I have witnessed companies state that they had a certain mission, culture, and vision and yet, some of their branches/locations or maybe even the company as a whole did not practice what they preached. So how can companies expect their employees to maintain the culture they specified if seasoned employees are teaching them something entirely different?

The reason why Benefitfocus can have bragging rights about their culture is because they actually practice what they preach. They defined their culture, they put it into play, and then they ensured that they kept up with the culture so it didn’t die throughout the years. Maintaining culture is all about consistency. If you want to be sure that your culture will live on and have more glory days, you need to be sure that every current and new employee who works for you knows what your culture is and what their duty is to play the part in making your company’s the best. Benefitfocus found a way and this allowed them to have endless employee testimonials raving about how the work environment is great, the reasons why it’s amazing, and the reasons why they are proud to work for the company.

Do you honestly believe majority of your workforce would feel that way? If not, then you need to consider some options on how to create and maintain the culture you originally wanted:

  • Get feedback from your employees: they’re the ones who are going to keep this culture going. The easiest way to ensure they’ll happily do so is to create a culture that not only has the company’s best interest at heart, but also one that takes in account the employees’ values. It is a lot easier to promote a culture if it involves things that relates to your employees’ personal values.
  • Create your backbone: based off of your company’s needs and the feedback you received, you should be able to define a clear list of what the culture should be. This will be the foundation of your culture and also will define your employer brand.
  • Create a plan of action: decide on what course of action you will need to take to make this list into a reality. After all, the issue that companies deal with is the fact that they say they’re one thing but never really do anything to prove it. Thoroughly determine what steps the company and employees will need to take to build the culture.
  • Set up a maintenance plan: maintaining your culture will take continuous effort. Be sure to appoint people in the organization (even a rotation of people) to gather feedback, encourage, and troubleshoot. To maintain the culture, it must always be in the front of every employee’s mind. It must always be practiced.
  • Celebrate: give your employees reasons to want to maintain this culture- don’t just tell them to do it and then forget about it. Culture should always mean a reason to celebrate and promote a good-feeling, overall. Get your employees into the habit of correlating their efforts to maintain the culture into something positive.

The culture of the company is the core of the company. It defines who they are to customers and to employees. It determines if the company will attract quality talent to lead the company to success or not. Benefitfocus has endless pages of positive employee endorsements – maybe if your company follows these steps, it could, too.

Benefitfocus Culture

Benefitfocus:Winning with Culture

1 Comment

Filed under Benefitfocus, Company Culture

How Benefitfocus is Winning with Their Culture

For those of you that know me by now, you probably can tell that I really enjoy researching and writing about company/workplace culture. For whatever reason, learning about a company’s culture is a passion of mine. I find it fascinating that each company has a unique “personality” which allows their employees to either embrace or reject it, thus determining the level of success or failure a company has. I strongly believe that company culture can make or break a business. It is quite a mix: it’s delicate and needs to be handled with care, and yet it holds a certain level of power that can control the fate of a company.

First, I would like to say a big heart-felt “thank you” to a company headquartered here in Charleston, SC. Benefitfocus took notice of my love for company culture and was so kind to send me their book, “Benefitfocus: Winning with Culture”. I just received it the other day so I haven’t finished reading it yet, but it’s been inspiring so far. Their culture is very impressive and could easily give some of Silicon Valley’s top-dogs a run for their money. Companies that are struggling to find that “good cultural balance” might want to pick up a copy and take some notes. It seems to be working very well for them.

Something that did stick out at me so far was actually located in the beginning of the book. The author discussed some of the challenges that Benefitfocus faced when trying to create and maintain the culture that they have today. The company admitted that it wasn’t easy: there were days when employees were stressed out and irritated because of heavy workloads and tight deadlines; there were external factors that tried to get the company to conform to what was “normal”; and they had to find the right balance to try to make all employees as happy  and engaged as they possibly could.

Although there are many challenges, the company has managed to maintain it the best they could. I could tell they were successful in their efforts because the book had an endless amount of employee accounts in which they talk about the specific reasons of why they love the company and what qualities make them excited to come to work every day. Normally, I’d be skeptical of that many employees promoting a company brand in such a positive light. However, while going through my job hunt, I’ve had plenty of friends that work there (or have worked there) that gushed about the company. I’d have to say, you know a company is good when the employees speak highly of it even in private conversations. Reading and hearing about their stories made me smile, laugh, and actually feel a bit jealous (Yeah, so, maybe I’m a brat). Simply stated: It made an impact.

It’s situations like this that show me how important culture is. This company is notorious for celebrating, especially celebrating the individual. Because these employees feel like they’re appreciated just for being themselves, they’ve become more invested in the company. They’re committed. They’re willing to work as hard as possible. All this dedication and hard work has aided the business to grow at rapid rates. Their name and their software are becoming more well-known throughout the world. At this point, I don’t see them slowing down anytime soon. Not only is this good for business, but this PR is actually helping the company attract quality talent, as well.

I don’t normally read detailed books about specific companies, but I can easily say that I’m enjoying this so far and look forward to reading all of it. Yes, it does interest me because it deals with culture but it’s more than just that. I find it refreshing to see a company so committed to the happiness of its employees. Benefitfocus knows and understands that its employees are its greatest asset, and the company treats them as such. It’s also nice to see the conviction in the employees’ statements when they say they honestly love working there. I hope more companies consider the benefits of having a solid company culture and work on creating and/or improving theirs.

Links:

Click here to read more about their culture and watch some of their videos.

Click here to request a copy of their book.

5 Comments

Filed under Benefitfocus, Company Culture