Corporate culture

3 Reasons Why Company Culture Is so Important

Corporate culture is a term that is here to stay. When you hear that phrase, you may think of tech startups, millennials and remote employees with unlimited vacation days. The funny thing about culture, though, is that every organization has one, whether intentional or not. An organization’s culture has been referred to as one of the greatest competitive advantages a company can leverage. This means that, all other things being equal, the organization with the more intentional and engaging culture is likely to attract the most talent. Here are three reasons why taking the time to mold your company’s culture pays off. Happy Employees Equal Happy Customers When your team members are happy and engaged, their enthusiasm rubs off on your clients and your internal culture manifests itself as a positive brand image. Happy, helpful employees make for happy, satisfied customers, even when problems arise. Happy customers and a positive corporate image may also pay off in the way of attracting investors. Intrinsic Motivation Is More Powerful Than a System of Punishments and Rewards A supportive, intentional culture drives employee engagement. When your vision, purpose and brand values are clearly expressed, your employees are more likely to find satisfaction in doing meaningful work. When team members feel accountable because they are committed to your organization’s clearly stated purpose and to the customers they serve, they motivate themselves to do their best work. They maintain a sense of ownership that you can’t legislate or pay for. Another factor in this process is a culture that gives people room to grow and freedom to do their best work. Developing People to Their Full Potential Yields Better Results Than Training Drones If you are trying to create a factory atmosphere, you will be focused on molding people to fit your business needs. If, on the other hand, you wish to create an environment that celebrates creativity, innovation and service, you should focus on helping employees develop their personal strengths. Instead of outlining a particular career path for your company, such as sales rep, shift supervisor, team manager and so on, help your people grow and develop and they may fill needs you never knew the company had. Implementing a Culture That Works Every organization is different. Some companies do offer unlimited vacation and free meals during the workday. For others, though, these specific perks may not be feasible or even relevant. When choosing what kind of perks or activities to offer, think about what you value most and what sorts of investments would best sync with those values. In the end, fun perks are not the ultimate culture-creators. You should focus on what things are of value to your ideal employee, and go from there. For some businesses, that may be free lunch and bring-your-dog-to-work-day. For others, equity options and the space to be innovative may create the biggest draw. It may take time to get your employees’ work environment set up just the way you want to.However, because culture is an ever-changing thing,it will morph and grow over time. Instead of trying to create the ideal environment right this minute, focus on creating clear objectives for your brand, attracting team members who embrace those objectives and building connectedness throughout the company.

2 Questions to Ask to Get Your Company on the Right Track

Corporate culture seems to be a hot topic with so many startups and tech companies on the rise. No matter what type of business you run, you can take a page from the startups’ book and focus on molding your company culture into a positive, respectful environment that embraces innovation and change. Depending on the size of your organization, there is a good chance that you, as a leader, experience a certain amount of disconnectedness from the day-to-day operations at the customer level. Although valuable insights can be gained by spot-checking interactions and reviewing customer feedback, the people who really know what is going on are the people on the front lines of your customer-facing enterprise. These team members have good ideas about what would improve things in their specific departments, and tapping into their knowledge and experience can make a huge difference toward successful implementation of your cultural vision. What Ideas Do You Have? Ask your team members what ideas they have. What is one thing that might immediately improve service in their department? If you have a large team, you might ask this at the department level. Ask each department head to pose the question to his or her team and compile answers. Asking this question accomplishes two things: First, it fosters two-way communication. Knowing that their ideas are being solicited and listened to keeps employees engaged in the company’s vision, mission and service culture. Second, it breaks growth down into its most basic components, beginning with ideas and not asking for anything more at this point. Once you have a list of ideas, divide them broadly between what is immediately possible and what may be possible in the future. Then begin a dialogue about the ideas that are either easiest to implement or have the potential for the highest impact. Ask for input from other departments and from entire teams. The conversation has begun. What Will You Do to Stimulate Change Today? Now that the ideas phase is well underway, you can segue into the implementation phase of innovation. Taking the same approach you took with the first question, ask your team members what they will individually do today, this week or this month to implement change. By now, your people will have had time to process the ideas that flooded in during phase one and should have a good idea about the direction the company is taking. Asking each and every one of them what one step he or she will commit to taking to advance the mission of the organization may be enough to ignite a feeling of excitement about your overall vision and culture. Now that you have asked these two questions and created a collaborative spirit among your employees, continue the process by helping each individual to see where he or she fits into the grand scheme of things. Transformational leadership is not limited to simply inspiring others with one’s own ideas. It also involves creating an atmosphere of trust, responsibility and teamwork in every aspect of your organization’s culture.

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