You’ll find yourself buried in infographics attempting to explain what company culture is, why it’s important, and how you can make it work for your company if you Google “company culture.” While your search won’t yield a consensus on any of those topics, it will reveal one thing: company culture has become a business buzzword that can’t be overlooked by companies that want to succeed.
What does a healthy culture resemble?
The best way to understand company culture is to think of it as a collection of daily conversations that take place within a company. Company culture is based on how employees feel about what they’re working on, what they’re working toward, and who their leaders and coworkers are. Whereas company mission or vision statements define boundaries and goals, company culture is based on how employees feel about what they’re working on, what they’re working toward, and who their leaders and coworkers are. It is more than a statement or a goal; it is an organization’s spirit or personality.
Conversations are positive when culture is healthy. Employees are empowered and valued. The goal is clear. Everyone is aware of the vision and believes in it. As a group, we pursue and achieve our objectives.
When a culture is unhealthy, it leads to negative conversations. Employees are left feeling befuddled or abandoned. The mission is a shambles. Turnover is at an all-time high. Talent is difficult to come by.
How do you describe your culture?
The path to a healthy culture in a startup company starts with defining an “aspirational culture.” Determine what you want your company to be, which may or may not be the same as it is now. What do you want your employees to feel when they work for you? What do you want the business to be known for? What do you want to be known for in your company? Your company’s culture will be built on the answers to those questions.
Looking at what your direct competitors are doing can sometimes be the best way to identify your goals. They’ll be the ones you’ll be competing with for talent and customers. Looking at the culture of a well-established company can help you figure out who you want to be and who you don’t want to be.
Understand that achieving your ideal culture will be a journey once you’ve defined your goals. Culture does not emerge from the flip of a switch. Leaders must set a vision, solicit feedback from employees, have numerous conversations, and take small steps toward the desired culture.
How can you tell if your culture is working?
When it comes to determining which metrics or data elements reveal the state of their culture, it’s easy for leaders to become hazy. Profit margins and other financials aren’t the best indicators of how well a company’s culture is doing. Turnover rates and absenteeism, for example, are better indicators of employee satisfaction. In general, if leaders don’t know what their employees are thinking and feeling, they won’t know how their culture is doing.
An employee survey is an excellent way to learn more about the factors that influence your company’s culture. You can get actionable feedback from surveys. They reveal whether your company’s practices are enabling you to achieve the goals you’ve set for your company’s culture.
Identifying culture is a difficult task. Senior leadership is frequently out of touch with what frontline employees are going through as a result of corporate structures. If you’re having trouble evaluating or cultivating culture, consider hiring a Human Resources or business management consultant. They bring expertise and objectivity to bear on cultural shifts and lapses, which can be extremely beneficial.
What to do if something isn’t working
Leaders must listen and respond when employee feedback reveals issues with the culture. As businesses grow and evolve, problems are bound to arise. A startup’s culture may not be able to sustain a company as it grows older. Whatever the cause, an unhealthy culture can be resurrected with a practical and realistic strategy.
It’s not always possible to resolve employee grievances. Some jobs are difficult to perform and will always be taxing. Companies can respond to negative feedback in these situations by improving things like compensation, benefits, and flexibility. While there are some aspects of a company or job that cannot be changed, there are always ways to improve the employee experience.
Communication becomes crucial once a recovery plan has been established. Leaders must explain where the company is headed, reveal what will happen next, be transparent about the timeline, and clearly communicate the level of commitment required.
Why can’t culture be ignored?
It takes time and effort to define, communicate, and cultivate culture, but it is worthwhile. More than just a paycheck is what today’s workforce is looking for. Employees desire a rewarding, empowering, and enriching work environment. You can help your company attract and retain talented employees by prioritizing a healthy company culture.
Learn more from business and read New Office: Essential Supplies You’ll Need.
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