High-quality products and creative marketing and high-volume sales are all important aspects in assessing the success of a business. But what is the person who makes this possible for these success stories to occur? Happy, dedicated employees who are committed to their company’s principles and the mission.

Employees form the foundation of your business, and if they are not satisfied, other areas of your business may suffer as well. A workplace that is a place where employees are happy, feel they are and are supported by management and are able to collaborate with other departments will not just help you keep your top employees, but it can also help to attract new talent.

A recent study from the world over revealed that 77 percent of adults asked would look into the culture of a company before applying for an opening. It’s not just about how well you can plan the perfect happy hour or the number of Ping-Pong tables you can fit in an open office space – an environment that is positive for the company comes from the highest levels and is implemented across all levels of the company.

What is the culture of the company?

According to Harvard Business Review According to the Harvard Business Review, the company’s culture reflects the values of an organization and beliefs through shared beliefs and common norms that are shared within the workplace. Culture is a shared beliefs system that allows employees to share identical values. The company culture may include a variety of elements of the business that include the work environment, the mission statement of the company and fundamental values, the management manners, and workplace ethics. The company’s culture can be planned or emerge naturally.

Benefits of a strong corporate culture

A cohesive, strong corporate culture can benefit your business by enhancing the culture from within. Employees are more likely to work for companies that have a solid tradition and an established set of positive values. Customers also prefer an organization that has an established mission and which has positive values for its employees. Here are some other benefits that a business can enjoy by giving importance to the culture of its employees:

Higher retention of employees: Prospective employees prefer companies with a good reputation for being a great place to work. Talent that is more skilled will be attracted by these kinds of organizations, as well, and your current employees also are more likely of staying at the company.

Image enhancement: Brand image is influenced by the culture of your company. If your customers are told the company has an unfriendly or toxic working environment the sales may suffer.

Improved efficiency: The culture of the company influences the productivity levels for everyone on staff.

Teamwork is improved The project can be accomplished efficiently and more effectively because of a strong corporate culture.

Here’s how you can ensure that your corporate has a positive culture and will help retain top employees.

Examining the culture of your current business

April Armstrong, CEO at AHA Insight, defines company culture as “the unspoken, unwritten norms that guide the way people collaborate, work with each other and achieve their goals.” Core values are a part of the unspoken, unwritten norms, and, according to Armstrong when there’s an inconsistency between declared values and the values that are actually implemented the company will suffer.

One sign is that your business is losing talented employees. If you’re losing key employees the next step would be to do an audit of the culture of your company.

We’ve all heard that hierarchies are gone and the flat structure is in. However, regardless of the arrangement it is important that your people in the upper echelons of the company should be the first to initiate changes in culture within your company. “Culture changes must come from and be inspired by the top of the pyramid,” Armstrong said.

It’s crucial, however that employees from different backgrounds participate in the discussions regarding the company’s culture. “Diverse viewpoints need to have a say in shaping the cultural environment,” Armstrong said. “Really altering the society … it is up to you have to show the accountability.”

A third party should be included in the process of conducting a culture audit for your company. It is possible to collaborate with the person to conduct a comprehensive survey of the company and if you’re unable to have a consultant on staff You can designate an employee within the company to give the survey out to employees and take the responses. (Be certain, however that the employees are able to provide their responses in a confidential manner.)

Understanding your company’s culture

After you’ve completed your audit, it may be tempting to go forward with full force in implementing changes. But, true change won’t take place in a flash, and changing your company’s way of working can take time.

Change starts with understanding the different kinds of corporate culture and the places your business is able to fit and doesn’t fit and does not fit into the various types.

“It’s difficult to define the company’s cultures,” Armstrong said. “Cultures are a blend of factors like environment the hierarchy, public and private decisions, processes for making decisions as well as advantages and value systems.”

The company must understand how its distinctive brand of identity can influence the evolution of their culture. For example, a company with nose-to-the-grindstone workload expectations might add benefits like catered food and in-house, high-tech coffee machines. However an organization that is committed to working-life balance, including working at home, may not enjoy more benefits than regular health and life insurance benefits.

8 ideas for improving the culture of your business

Changes to the culture of your business isn’t just going to be time-consuming however, it will involve nearly every aspect of the company.

Armstrong suggests these four methods to change the culture of your business:

Make clear to employees that their participation is crucial. Encourage employees to speak up in discussions about company culture and throughout day-today operations.

Be sure that the actions of management don’t interfere with values that are stated. If the CEO, founder or any other executive isn’t “walking the walk” employees won’t be motivated to follow their example also.

Make sure that everything (department and initiatives, processes and processes, etc.) to promote the culture of the company, and ensure employees are aware that they are welcome to be part of the culture through collaboration and creativity.

Conduct regular (preferably every year) annual culture audits. Do not wait until something important occurs (e.g. top employees leave) to determine whether your efforts are effective.

Keep your business transparent throughout the process. Create trust with your employees by making sure you are transparent about what’s that is happening behind the in the background.

Honor the accomplishments of all. Celebrate achievements both big and small. If your company scores a success, let everyone bask in the joy.

Offer flexibility. Flexible scheduling is now an increasing requirement in the workplace. Be able to demonstrate the ability to communicate by working with employees to meet the changing needs of scheduling.

Increase the responsibility of your staff. Never micromanage your staff. Make it clear that you believe in them and trust them by handing them additional responsibilities.

After you’ve reformed your culture then the next task is to sustain it.

Tips for keeping a positive corporate the culture of your company

You must ensure that the potential employee is a great match for the company’s culture and the reverse is true. Unsatisfactory matches can be discovered in interviews.

Set the precedent.

The company’s culture is established by the top leaders of the company. Be consistent with the values you would like to see in employees. Be transparent, and always have your door open. Always be the first person to arrive each morning and the last one out each evening.

Create team-building activities.

Plan fun team-building events that create a positive work environment. These events should be held on corporate time. The event should be scheduled outside from the office and engage a team-building coach to conduct the event. Some examples include escape rooms, laser tag and hikes.

Conduct behavioral evaluations.

Armstrong suggests conducting a behavioral interview to be part of the process of hiring. Behavioral interviews are when you give candidates an opportunity or test to observe how they respond. Based on the company you work for the test may differ. Companies where decisions are made with tight deadlines frequently happen may design tests that applicants must complete in less than one hour.

In addition to the way candidates react to assessments of their behavioral it is important to make sure that your candidates are aware of your values. For this, make sure to convey your company’s culture and the core values of your company in the job announcements.

Encourage the growth.

If you’ve picked the right candidate Don’t let your search stop there. As an employer, you need to encourage leadership development, growth and collaborative top-down. The mentoring programs and regular setting goals and review are some other ways of cultivating a positive work environment where employees will desire to remain.

Create open lines for communication.

For employees who are currently employed, Armstrong recommends ongoing communication. In the lunchroom, join employees to ask questions, or should you have contacts within the organization, be sure to communicate with them regularly.

“A company can be said to have an healthy one when the culture helps in the development and realization of the vision for the company, it draws people to join the organization and keeps employees and it is focused on the engagement of employees.” Armstrong said.

Making changes to the company’s culture is a long-term effort, dedication and dedication. More than 50% of businesses struggle to keep valuable employees. Enhancing and keeping the company’s culture intact isn’t only for display purposes; it’s essential to ensure the survival for your company.


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