The company culture determines the daily life of a company, from the customer relationships to the administrative processes. Numerous variables shape this culture, including the company's mission, values, branding and internal communication. Positive workplace culture encourages cooperation, stimulates creativity and makes employees happier. In order for your company to be successful and competent, it is best to maintain an ethical and positive company culture. The following points will show you how you can contribute to developing a strong company culture:
- Define your vision and company values
- Hire the right people or "Get the right people on the bus"
- Practice transparency and clear communication
- Lead by example
- Listen to your employees
- Work together and develop a functioning framework
Company Culture - what is that?
Company culture refers to the identity of a company, which in turn determines the atmosphere in which the employees work. In general, it consists of a variety of components such as company mission, ethics, values, goals, expectations and working environment. Your organizational culture usually reflects what your company stands for. Some companies have team-based cultures that encourage employee participation at all levels of management, while others have a more formal and traditional management style. Other organizations have casual workplaces with many rules and regulations. Providing a good working environment and culture in which your employees enjoy spending most of their day can help improve overall performance and as a result promote business growth.
The Role of the Company Culture
The company culture plays an important role when it comes to the way a company works. It is the driving force that enables the smooth running of a company. Every company has a unique culture that distinguishes it from other organizations. It outlines the boundaries of a company and gives its members a sense of identity and belonging. It defines the framework in which members can develop freely and make their own contribution to the company. The organizational culture typically generates the commitment of employees to their organization, which enables them to achieve their goals. It provides stability within the social structure of a company and guides employees on what to do and how to behave in different situations.
The company culture is just as important as the overall company strategy for which you as a manager are responsible. Both points should complement and support each other. The better the interaction between culture and strategy works, the more likely you are to achieve success in your company. Once you have built a strong culture, you will create a supportive work environment with productive and committed employees who support the growth of the company. On the other hand, a contradictory culture and strategy can cause damage to the credibility of your company.
How do I change the company culture?
1. Define your vision and your company values
Creating a mission statement promotes a specific goal, behavior and mindset that can lead to the continuous growth and success of the company. Your company's mission statement should promote a sense of commitment and excellence and encourage your employees to make their best every time they enter the workplace. It is good to align your organization's mission, values, culture, purpose and specific goals and objectives. Define what is essential to the organization and why it is crucial. This will enable you to encourage your employees to appreciate the work they do.
2. Hire the right people or "Get the right people on the bus"
Your company reflects the character of its employees and their general understanding of corporate behavior and structure. It is helpful to hire people who share the same vision and fit into your company culture. In best case, each individual understands that what they do is essential and directly contributes to making the vision of the company a reality. Hiring the wrong people can dramatically change the results of your company. Therefore, invest time in finding out who the "right people on the bus" are for your company and your culture. If you take on board people who fit your culture and whose vision is similar or identical to yours, your organization will continue to thrive and grow.
At the same time you should also think about who is currently sitting with you on the bus. Who are the people you work with every day? What values and visions do your employees have and do they share the values and visions of the company?
3. Practice transparency and clear communication
The backbone of every relationship, whether professional or private, is communication. Therefore it is important to consistently maintain clear and open communication with the people involved in your company. Radical Transparency creates trust and enables you to ask questions, receive constructive input and feedback. Your employees will perform better if the management is honest and clear about their expectations and communicates these in a transparent manner.
4. Lead by good example
If you say that the organizational culture is essential, but its importance is not shown by your own actions, this shows that you can' t rely on it completely. This can lead to your employees becoming disconnected from the culture you are trying to establish and your company's performance will suffer in the long run.
To avoid this you should be a good example and set the highest standards for yourself so that your employees can see that you fully embrace the culture. Weigh your decisions and consider how they will affect your employees. By doing so, you will become more aware of your behavior and actions, and make sure that you always maintain the standard of the culture you set.
5. Listen to your employees
Your employees are the key components of your business, and the culture of your organization is shaped by their character and behavior. It is worth taking care of your employees and making sure that they do not feel excluded. In contrast to the many management decisions that are formulated by stakeholders, it is advisable to involve your employees in decisions about your organizational culture in order to create an emotional buy-in.
If you give your team members the opportunity to help shape the environment and culture of your organization, you will see how a team of enthusiastic individuals can make progress and increase the productivity of the organization through increased engagement. Practice active listening and have the courage and willingness to be led by others.
6. Work together and develop a functioning framework
If you try to do everything yourself to create and maintain a good corporate culture, you will soon get tired of carrying the burden alone. In the best case you have the support of your employees to implement a culture that reflects the level of excellence you wish to establish for your company. If you learn to delegate some of the responsibilities of developing an organizational culture, your employees can be held responsible for the success of the company and its success. If you give your employees more leadership roles, they will start to take the culture more seriously and will do everything in their power to ensure that they meet the standards set at all times.
Company culture is an essential part of a company's success. It is therefore important to make your employees understand the importance of their organizational culture and to promote it. The culture of your organization reflects what the company stands for, and your employees are essential to ensure that this culture is lived to ensure the success of your business. Providing a work environment where the members of your team enjoy spending time can help improve employee performance every day. In building an organizational culture that thrives on the ideologies of your company or strengthens your company culture, the tips mentioned above will be a great help.
Mindful Leadership Coaching can support you and your employees in this complex process of implementing the points mentioned above in a structured and holistic way. We support you in the identification, planning and implementation of your corporate culture and provide you with tools to monitor and continuously refine the process beyond the coaching period.
Don't hesitate to contact us. We will be happy to tell you more about our approach and methods through case studies.