3 Ways HR Culture Management Can Improve Internal Service

3 Ways HR Culture Management Can Improve Internal Service

When most companies discuss service, they focus on the external variety. But workplace service is a two-way street: If you’re not fostering a service culture for your internal stakeholders (i.e., employees), you’re creating obstacles that hinder your organization’s reach, growth, and potential.

Why is service culture important from the perspective of outsiders, including your loyal customer base? Because when staff members feel supported, they feel more confident in their work. That self-assuredness empowers them to solve problems, recognize their value, and present a more positive representation to the outside world.

But building a more robust, service-focused corporate culture doesn’t have to be difficult — especially if you leverage HR culture management. The following three strategies allow HR to connect with employees and inspire team members to perpetuate incredible customer-centric employee behavior:

  1. Put diversity, equity, and inclusion (DEI) initiatives front and center.

According to a Changeboard study, employees at diverse organizations collaborate better with their peers, put more time into their jobs, and tend to stick around longer. However, building an inclusive workforce doesn’t happen without effort.

Work with your HR team to develop a process for finding new talent in underrepresented communities or nontraditional backgrounds. Over time, you’ll build a diverse roster of open-minded, skilled, and innovative professionals who work hard and produce consistently positive customer interactions.

  1. Align company culture with corporate values and goals.

According to Kapor Center research, toxic workplace cultures cost companies a whopping $16 billion annually in the tech industry alone. No matter what sector your business represents, your HR team can help make sure the working environment dovetails with your company’s mission.

Aligning all parts of your organization can lessen the chances of unfair treatment and poor employee ratings on Glassdoor and similar social review sites. And when your employees know what to expect, they’ll be less likely to leave prematurely. Decreasing turnover means your customers will enjoy more consistency at every touchpoint.

  1. Ensure HR leaders buy into the internal service concept.

What happens in the executive circle matters, particularly for corporate culture. Therefore, make sure your leaders are approachable, impartial, trustworthy, and credible. These attitudes should also trickle down to everyone in the HR department as they’re often front-line workers because of their troubleshooting responsibilities.

How can HR managers and other top-level personnel better serve their employees? They can offer an open-door policy that solicits feedback and responds to requests for help.

Both strategies validate employee concerns and needs. Plus, each tactic implores supervisors to present themselves as respectful and dignified stewards of the organization.

The importance of client servicing is obvious. Nevertheless, many companies that invest heavily into wowing external clients forget to do the same thing internally. Aspire to a level of HR culture management that drives up your internal service and develops an atmosphere that’s difficult to leave yet easy to love.

Integrity Staffing Solutions is a full-service staffing agency and ranks in the top 2% of agencies across the country for quality service based on ClearlyRated’s “Best of Staffing” client survey. To learn more about Integrity or for help with your hiring needs, visit integritystaffing.com or call 833-446-1300.