{"id":3146,"date":"2020-11-30T06:00:00","date_gmt":"2020-11-30T05:00:00","guid":{"rendered":"https:\/\/nailted.com\/blog\/?p=3146"},"modified":"2024-09-17T08:00:56","modified_gmt":"2024-09-17T06:00:56","slug":"aligning-company-culture-and-employee-engagement","status":"publish","type":"post","link":"https:\/\/nailted.com\/blog\/aligning-company-culture-and-employee-engagement\/","title":{"rendered":"How Heura Foods aligns corporate values to employee engagement"},"content":{"rendered":"\t\t
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Aligning your company\u2019s culture to your people\u2019s values<\/strong> is not as simple as it looks. Here we will show KPI\u2019s, initiatives, and the best tips on how to boost productivity<\/strong> and employee engagement.\u00a0<\/strong>
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We have interviewed Marian Viciana<\/a>, People Manager at \u00a0Heura Foods<\/a><\/strong>, one of the fastest-growing startups in Spain. Their will to change the world to a better place is a key aspect to align their company.<\/strong> She has found balanced values and a common passion, creating a healthy workplace, both physically and remotely.\u00a0
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What is the mission of Heura Foods?<\/strong><\/h2>\n

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Our goal is to accelerate the transition to sustainable protein consumption. To achieve this we create delicious and nutritious plant-based products.\u00a0 With the aim to inspire and help people to voluntarily change their consumption habits<\/strong>. In this way, we will be protecting our health and the planet without giving up our old school recipes or our favorite traditions.<\/p>\n

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What is the People Department\u2019s purpose within this mission?<\/strong><\/h2>\n

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The objectives of the People department in Heura can be summarized in two; One, to continue the creation of a high-performance team.<\/strong> Which is made up of people who are passionate about their work and aligned with the values we promote.\u00a0 Secondly, is to keep Heura as a good place to work<\/strong>. Where everyone feels they are making an impact on social change as brutal as the one we are chasing.<\/strong><\/p>\n

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Are you using any<\/strong> KPI to measure Employee Engagement, eNPS, and\u00a0 Satisfaction<\/strong>?<\/strong><\/h2>\n

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We started doing it recently so they are not fully developed yet. We still need to find the core KPIs we want to measure<\/a><\/strong>. We focus mainly on the success of our selection processes and on the results of the 360\u00ba evaluation for eNPS<\/a><\/strong>. The latter may be rarer, but in our case, it is not that I measure performance and objectives<\/strong>. We want to measure employee engagement with the company and alignment with values.<\/strong> Therefore, if the company’s global average is high, People’s goal of maintaining a team aligned <\/strong>with values will be achieved.<\/p>\n

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Which is the main challenge People & Culture departments encounter?<\/strong><\/h2>\n

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Without a doubt, the selection is the one that has more impact.<\/strong> In our case especially since we are a startup, with all that it implies we are within a sector composed of diverse types of companies; multinationals, traditional and\/or family. That leads us to the fact that normally it is not so easy as in the tech sector<\/strong>, to find people who have the necessary experience, and that, at the same time, fits our company culture<\/strong>.\u00a0<\/p>\n

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For me, the main problem in the selection process is not to find the most suitable person <\/strong>for the position, but also, looking towards the experience of the employee<\/strong>. This could help to avoid or detect misalignments at an early stage<\/strong> to address them with a greater probability of success.<\/strong><\/p>\n

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Which are the main initiatives you carry out to boost employee engagement?<\/strong><\/h2>\n

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I\u00a0 work on feedback and honest communication<\/strong><\/a> because it is something we have worked on a lot, from all areas of the company. In our DNA we\u00a0 intrinsically question everything we feel, asking: \u201cdoes it make\u00a0 sense?<\/strong>\u201d No matter who proposes something or how long it has been going on like this, and that we have the feeling that this is counterculture<\/strong>. On top of this, people are not used to questioning what their boss says, thinks, or sees. For us, this is a source of future problems<\/strong> because we start to follow inertias and do things without being in complete agreement (therefore, surely with less passion) and without knowing very well why.<\/p>\n

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To solve this, we created different channels and spaces of communication<\/strong>\u00a0 to question or give more constructive feedback<\/a> <\/strong>but also thank our colleagues. I am constantly learning\u00a0 how to give and receive that feedback.<\/p>\n

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Apart from this, something that is also very important to us is building solutions and building them together,<\/strong> working very well interdepartmentally without creating silos<\/strong>, and for this, I believe that promoting the feeling of belonging to the project, an individual and collective responsibility within it has been key.<\/strong><\/p>\n

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Are you proud of working at Heura Foods?<\/strong><\/h2>\n

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A: Extremely proud. To join this project has been without a doubt one of the best decisions of my life, and whoever knows me will agree on that. My values are totally aligned with Heura’s mission<\/strong>.\u00a0 We are building a company that I am proud to be a part of, first, for the way it treats its workers, second, the constant search for positive impact on society and, third, the consistency in their values. What more could I ask for? I wish everyone was as lucky as I am!<\/p>\n

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In Heura Foods, I\u2019ve found my Ikigai <\/strong><\/a>(if you don\u2019t know the concept, I suggest you read about it and try hard to find it, it will be worth it).<\/p>\n

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Marian’s thoughts on the future of HR and employee engagement<\/span><\/h2>\n

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We now have a huge change on the table which is remote work<\/strong>, which has come to stay. How to maintain a strong culture in a team <\/strong>that doesn’t look and talks about them every day is something we already ask ourselves every day, and from my experience during this pandemic, I don’t think it’s going to be as difficult as it seemed 6 months ago.<\/p>\n

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Takeaways on employee engagement<\/strong><\/h2>\n

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#1: Working from home is the new normal<\/strong><\/a> and can affect burnout.<\/p>\n

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#2: Building a safe communication channel<\/strong> will eventually build stronger teams.<\/p>\n

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#3: Set an example using management first.<\/strong><\/p>\n

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#4: Choose the talent that is more suitable for YOUR company<\/strong>. This will ensure alignment in the future.<\/p>\n

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#5: Promote your values and maintain all teams aligned<\/strong> by making them feel they are impacting society.<\/p>\n

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Marian’s tip:<\/strong> Find your IKIGAI<\/a>.<\/p>\n

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Working on employee engagement is key<\/strong>; when employees are given a voice, they will be encouraged to share positive feedback<\/a><\/strong> with one another. This will lead to healthier communication.<\/strong> If you\u2019d like to discover how Nailted <\/a><\/strong>can help you achieve greater success with people and culture, book a demo<\/a> with one of our experts.<\/p>\n

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An interview with Marian, People Manager at Heura Foods.<\/p>\n","protected":false},"author":7,"featured_media":13879,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"episode_type":"audio","audio_file":"","podmotor_file_id":"","podmotor_episode_id":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","filesize_raw":"","date_recorded":"","explicit":"","block":"","itunes_episode_number":"","itunes_title":"","itunes_season_number":"","itunes_episode_type":"","cybocfi_hide_featured_image":""},"categories":[55],"tags":[27,241,49,60,52,225,237],"series":[],"episode_featured_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2020\/11\/A-group-of-collegues-having-a-alignment-meeting.jpg","episode_player_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2020\/11\/Company-culture-matters-1.jpg","download_link":"","player_link":"","audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/1Bl7apd3ITSFD45mwUi1Og?si=T_w80oYURZ22ZGjPMD-LsQ","label":"Spotify","class":"spotify","icon":"spotify.png"},"itunes":{"key":"itunes","url":"https:\/\/podcasts.apple.com\/es\/podcast\/company-culture-matters-by-nailted\/id1545900885","label":"iTunes","class":"itunes","icon":"itunes.png"}},"rssFeedUrl":"https:\/\/nailted.com\/blog\/feed\/podcast\/company-culture-matters","embedCode":"

How Heura Foods aligns corporate values to employee engagement<\/a><\/blockquote>