{"id":2637,"date":"2021-01-18T11:13:52","date_gmt":"2021-01-18T11:13:52","guid":{"rendered":"https:\/\/2021dev.smileyanswers.com\/?p=2637"},"modified":"2021-01-18T11:33:58","modified_gmt":"2021-01-18T11:33:58","slug":"change-your-organizations-culture-with-a-push-of-a-button","status":"publish","type":"post","link":"https:\/\/smileyanswers.com\/staging\/4537\/change-your-organizations-culture-with-a-push-of-a-button\/","title":{"rendered":"Change your organization\u2019s culture with a push of a button"},"content":{"rendered":"

Within this blog post, we are going to discuss ways that your organization can positively change culture with the push of a button.\u00a0 Is this some kind of magic button that can instantly change the world?\u00a0 The answer depends on how you look at it.\u00a0 With the ongoing pandemic and economic anxieties, today’s climate is difficult for many organizations along with their employees and customers.\u00a0 Fatigue has set in as the Covid-19 pandemic continues to challenge all of us.\u00a0 Starting a new year is an excellent time to take on challenges and capture control of the future.\u00a0 Each section below will describe the blog post title.\u00a0 We will show you how the Push of a Button can be both positive and productive.<\/p>\n

Change<\/span><\/h4>\n

Becoming stuck in a routine is easy.\u00a0 The human brain is constantly attempting to use energy efficiently.\u00a0 A daily routine that runs from the subconscious makes that process easier.\u00a0 Making changes, especially large changes, requires extra energy.\u00a0 Along with the pandemic fatigue mentioned above, we live in a society with information overload, burnout, constant changes in technology and knowledge, and a lot of uncertainty.\u00a0 All of this has an impact on each of us and we all adapt to this in different ways.\u00a0 Positive change requires both energy and focus.<\/p>\n

As you read this post, what changes do you want to see at your organization?\u00a0 Having an objective and a focus on that objective will make it easier to accomplish the positive changes you want to make.\u00a0 In a recent blog post \u201c289 Positive Words to Help you Design a Great Experience<\/a>\u201d, we talk about taking control and designing the words and phrases that you want people to experience.\u00a0 With proper training, focus, and support, these words can be driven into experiences and also be the words shared in reviews and with others.\u00a0 Consider what kind of culture you want to design in your organization.\u00a0 Have the map ready for others to understand and follow.<\/p>\n

Organization<\/span><\/h4>\n

Positive organizational change can consist of many different forms.\u00a0 Changes can be organization wide, within a region, a department, a team, or it can be at the individual level.\u00a0 Defining the area of the changes you want to make is an important part of the design process.\u00a0 Being proactive and focusing on the design of where you want to make a positive culture change is key to success. Confusion causes uncertainty which leads to both anxiety, lack of focus, and wasted energy.\u00a0 Determine which part of the organization you want to make positive culture changes.<\/p>\n

Culture<\/span><\/h4>\n

Culture can include your organizations leadership, values, how people interact with one another, behaviors, attitudes, community, and emotions that are reflected within your organization.\u00a0 In terms of measurement, it can be any one of these attributes or you can measure culture as a whole.\u00a0 An important point to make is that what and where you want to make culture change (individual attributes and\/or a whole culture change), the success you achieve will depend on how people approach or avoid each one.<\/p>\n

As an example, if people do not believe in your organizations values (avoid), there will be strife and less motivation to lead and build those values.\u00a0 On the other hand, if people do believe in a common purpose (approach), the amount of energy for positive outcomes can be tremendous.\u00a0 As you look to make positive changes, learn what, where, how, and why people feel the way they do.\u00a0 Become laser focused on doing the right measurements from your design and implementation.\u00a0 This will lead to quick and positive culture changes.\u00a0 That leads us to the last part, the pushing of buttons.<\/p>\n

\n

Push of a Button<\/span><\/h4>\n

As a manager, you can walk through an office and look at employees and attempt to guess how they feel about their work and work culture.\u00a0 You can also walk through where customers are shopping and guess if they are enjoying their experience.\u00a0 Organizations spend a lot of time on guess work and assuming – this can be very expensive due to the errors of this process.\u00a0 Assuming that everyone in that office is enjoying their work or those customers who are shopping like what they see is ineffective.\u00a0 In a world full of competition, if your organization assumes and another organization knows, the other organization wins.<\/p>\n

SmileyAnswers<\/a> has various Smileys that allow a customer and employee to push a button.\u00a0 It is very simple (which is important as we reiterate the amount of brain energy that is being used) and engaging.\u00a0 This simplicity of a quick question and a push of a button serves a powerful purpose.\u00a0 Are people approaching or avoiding your ideas, products, services, and leaders? By learning in real-time this important question, you are instantly ahead of where you were before to make the positive changes necessary to truly change culture.\u00a0 All day \u2013 Every day we as individuals are constantly approaching or avoiding.\u00a0 To make large improvements in culture change, having knowledge into this approach\/avoid topic is vital.<\/p>\n

We as individuals want to be listened to.\u00a0 We also want to feel valued.\u00a0 These two sentences seem obvious but as individuals and organizations go about their day, these two simple and important sentences get lost in the cracks.\u00a0 By capturing real-time insight with the push of a button, your organization can listen to KNOW how others feel.\u00a0 By showing others they ARE being listened to, and that they ARE valued, you can make giant leaps towards improving your organizations culture.\u00a0 To show how this can work, let\u2019s review the process:<\/p>\n

Listen<\/em><\/strong><\/big>
\nBy having a Smiley<\/a> that collects human emotions in real-time, you are listening to how people feel while they are IN the experience.\u00a0 A simple push of a button tells you whether they are approaching or avoiding the input you are asking for.\u00a0 You can ask about the whole experience or seek input about individual touchpoints within the experience.\u00a0 It is a quick way to show people that you want their input and that you want to listen.<\/p>\n

Learn<\/em><\/strong><\/big>
\nYou learn by having a real-time dashboard so you can understand the what, the where, the why, and the when.\u00a0 Using a heat map and learning the patterns of positive and negative insights, your organization is another step closer to finding pain points that prevent you from raising the bar on culture change.\u00a0 Since the human brain constantly predicts based on current and past inputs, having constant feedback is needed to stay on top of changing perceptions and expectations.\u00a0 Taking a year-round approach keeps your organization on top of human emotions to improve life experiences.<\/p>\n

Improve<\/em><\/strong><\/big>
\nAfter finding pain points within your organization, changes can be made quickly to show that people’s opinions do matter and that they are valued.\u00a0 By sharing positive feedback with your customers, your organization will show them that you are striving for the best experience.\u00a0 By sharing positive feedback with your employees, you will achieve a better atmosphere leading to continual and positive culture change.\u00a0 Employees see that they are valued by both the organization and the customers they serve.\u00a0 This positive insight boosts self-worth and purpose.\u00a0 Instead of spending all your time on service recovery, your organization will be proactive and more effective. Service Recovery is about going to a past event and turning a wrong into a right.\u00a0 Energy should be used on being proactive to lower the amount of energy being used on service recovery.\u00a0 Spending too much time on service recovery because of bad planning and implementation is a culture drain.\u00a0 Spending more time sharing positive feedback and insight with employees and customers does the opposite.<\/p>\n

\n

Wrapping it up<\/span><\/h4>\n

Are Smiley Buttons Magic Buttons?\u00a0 When individual experiences and lives are changed for the better, it is difficult to say they are not.\u00a0 By learning how others feel in real-time, we understand and can make quick changes to bring people and ideas together.\u00a0 As competition grows for both customers and employees, guessing how others feel quickly becomes outdated.\u00a0 Investing the energy into building a bridge between organizations and their customers and employees is imperative as competition increases.\u00a0 More importantly, improving the life and experiences of others is worth the investment on its own.\u00a0 Listen, Learn, and Improve Culture with a simple push of a button.<\/p>\n

\n

About SmileyAnswers<\/span><\/h4>\n

SmileyAnswers is the leading reseller of the HappyOrNot\u00ae Reporting System within the United States, Canada, and the U.K.\u00a0 HappyOrNot\u00ae has over 1.5 billion feedbacks to date and is a leader in capturing the real-time insight of customers, patients, and employees.\u00a0 With the recent addition of the Smiley Link and Smiley Digital<\/a>, SmileyAnswers is in the unique position to capture a whole journey Live by using the Smiley\u2019s for both digital<\/a> and physical<\/a> touchpoints.\u00a0 Organizations can \u201clisten\u201d to how people feel at all the important touchpoints.\u00a0 After capturing real-time feedback at these touchpoints, organizations can then \u201clearn\u201d what and where the hidden pain points are<\/a> to make immediate positive changes.\u00a0 Finally, success can be shared with Live Sharing<\/a>, Social Sharing, digital boards, social media, email, power points, and more.\u00a0 This process can be repeated daily throughout the year to constantly improve human experiences.<\/p>\n<\/div>

contact us<\/span><\/a><\/div><\/div><\/div>
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