It’s common these days to hear people talking about an organization’s culture. If you’re looking for work and salaries are all about the same, you might look for a culture that fits you.
But what is a culture?
Culture represents “how we do things around here.”
That’s a great answer. That means families have cultures too. Countries and nations. Maybe even other planets in the solar system. Cultures are the shared values and experiences in a group of people or an organization.
In my career, I’ve worked with countless organizations. Their cultures vary between controlling and permissive, open, or closed, friendly or unfriendly, welcoming or exclusive.
Some cultures fit really well. The fun and friendly culture of the fishmongers at the Pike Place Market in Seattle only works if you’re the kind of person who likes to have fun and smell like fish all the time. Southwest Airline’s culture fits you if you have a heart for people and the passion for providing great service.
On the other hand, I’ve seen cultures that are rife with fear and blame. Great performers quickly realize mediocrity is the secret to long term employment and the entire organization languishes into conflict, backstabbing, alliances, and coalitions. Some are not unlike reality TV shows such as Survivor or Big Brother.
As you might imagine, your culture speaks volumes about you. If you’re an organization interested in attracting and best talent, start taking a serious look at how people see you!
There are several components that make up an organization’s culture.
- The Leader. The leadership style adopted by top management sets the tone for the entire organization. Whether it’s authoritarian, democratic, transformational, or servant leadership, it influences employee behavior, decision-making processes, and overall organizational culture.
- Values. The organization’s core values define its purpose, goals, and ethical principles. These elements serve as guiding principles for employees, shaping their attitudes, behaviors, and decision-making.
- Structure. The structure of the organization, whether hierarchical, flat, or matrix, impacts communication, decision-making, and collaboration among employees. It also influences the distribution of power and authority within the company.
- Communication. The communication channels within the organization, including formal and informal channels, impact the flow of information, transparency, and collaboration among employees. Effective communication fosters trust and engagement, shaping the corporate culture positively.
- Work Environment. The physical work environment, including office layout, design, amenities, and facilities, contributes to the overall employee experience and organizational culture. A conducive work environment can boost morale, creativity, and productivity.
- Relationship with HR. HR policies and practices related to recruitment, onboarding, performance evaluation, rewards and recognition, and employee development influence employee engagement, motivation, and retention. Fair and transparent policies contribute to a positive culture. HR is seen as a partner, not the “fun police.”
- Inclusiveness. Embracing diversity and fostering an inclusive workplace culture promotes creativity, innovation, and collaboration. It ensures that employees feel valued, respected, and empowered to contribute their unique perspectives and talents.
- Relationships. The relationships among employees, including teamwork, collaboration, and mentorship, shape the social dynamics within the organization. Positive relationships foster a sense of belonging, camaraderie, and mutual support.
- Rituals and Traditions. Rituals, traditions, and ceremonies within the organization, such as annual events, team-building activities, and recognition programs, reinforce cultural norms, values, and identity. They strengthen employee morale and cohesion.
- Management Behaviors. The behavior and actions of managers, including their decisions, priorities, and interactions with employees, significantly influence organizational culture. Managers who embody the company’s values and demonstrate integrity, empathy, and accountability set a positive example for others.
- Risk Tolerance. The organization’s attitude towards risk-taking and innovation shapes its approach to problem-solving, experimentation, and adaptation. A culture that encourages calculated risk-taking and learning from failures fosters innovation and agility.
- Customer Focus. A customer-centric culture prioritizes understanding and meeting customer needs, driving employee engagement and alignment towards delivering exceptional customer experiences. It emphasizes customer satisfaction, loyalty, and long-term relationships.
I’m sure there are more, but that’s enough to get you started. If you’re serious about creating the type of culture that attracts the right employees and customers you seek to acquire, then consider these 12 strategic areas to start with.
If you’re looking for some help, Boss Builders can certainly assist with this process. Contact us at TheBossBuilders.com or at (931) 221-2988 and let’s take a look at what you have and what you’d like to create for your organization’s culture.
Happy successful multicultural businesspeople sitting on table in office – depositphotos.com