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Earlier this year we went through an exhaustive review of all Pomello’s customers. Ones who love what we do, ones who want us to do more, and even the ones we’ve lost. We wanted to distill our message to fit the words of our customers. After all, who is in a better position to describe the value of our product and its practical applications?
At the core of our redesign is our mission and values. At Pomello we believe that companies with strong cultures perform better. Our mission is to help companies build strong, high-performance cultures.
Why do people use Pomello?
When we talked to our customers about why they use Pomello, two things became clear very quickly. First, we established that all our customers intuitively understand the value of managing company culture proactively. This is not a belief that every leadership team embraces. Some believe company culture is secondary to the core processes and goals of a business; it is a nice to have not a need to have. But our customers believe that goals and processes are defined by culture, and that achievement flows directly from the strength of a culture.
The second theme that emerged was that our customers believe company culture can and should be measured in terms of its impact on performance metrics. Pomello users want to demonstrate a clear ROI for managing culture. They want to show how strong cultures predict engagement to employee performance, and even financial performance. And they want to avoid the pitfalls of letting a culture deteriorate.
How do companies use our technology?
We also found that customers typically use us for two primary initiatives around culture management. These initiatives align with the product solutions that Pomello offers today.
- Strengthening Company Culture with Existing Employees-The first step in any culture initiative is to map your organizational culture. This exercise highlights where there are gaps in your culture across different teams, different geographical locations, and different levels of seniority. It also identifies teams and individual employees who are at risk for engagement and performance issues, and gives leaders a clear set of actions to course correct.
- Hiring for Company Culture-The second step in effectively managing your culture is to make sure you are hiring effectively. This requires not just an assessment of a candidate’s skills, but an evaluation of they alignment with your team’s core values. Many companies pay lip service to ‘fit’ in their hiring process, but few have a structured, research-backed, analytics-based approach. Using Pomello to evaluate your candidates for fit, provides you with this process, and ensures that your culture will not be diluted as you grow.
What benefits do companies see from using Pomello?
Employee Engagement Increases – Cultures that are stronger (as measured by Pomello analytics) are more likely to have highly engaged and satisfied employees. And that means real returns for the company – happy employees are 12% more productive than unhappy ones.
Employee Performance – Internal studies show that high fit employees perform better than the average. In fact, Pomello’s fit score can predict up to 70% of individual employee performance.
Staff Turnover – Companies that use Pomello are able to reduce their turnover by up to 50% by driving higher alignment with existing employees and job candidates.
Why is culture central to people analytics?
People analytics is a hot topic in HR communities today, but it can be confusing to navigate a new world of predictive data and statistical models. This is why the talk about people analytics has outpaced adoption of people analytics tools thus far. Company culture on the hand is an intuitive concept that almost everyone can understand and relate to. As a result, culture is the ideal jumping off point for incorporating analytics in to your people management workflows.
Company culture and Pomello’s technology is relevant to every employee of a company. It is inclusive, in that it gives every individual a voice in managing culture. And lastly it is impactful, because it can be tied directly to the metrics that matter most to leadership teams.