Corporate culture is the beliefs, values, and behavior a company adapts to interact internally and externally. It’s not an openly highlighted phenomenon, but a mannerism that is developed due to the cumulative behavior of the company.
Culture takes time to be developed, which means a change in the culture would also require time and effort.
These days, we’ve confused culture with fancy chairs and statement walls. Anyone can buy furniture or paint a wall; culture drives your daily productivity. Culture is the environment that you create for your company. It can be seen in the way employees and managers interact in the lunch room, or the way your company celebrates a new milestone. In addition to this, following things can be used to represent your culture:
When talking about corporate culture, people tend to hold one party responsible. For example, it’s generally believed that corporate culture is the sole responsibility of the CEO. But that’s a huge misconception, because culture is highly dependent on ALL the people of a work community.
Blaming one party for the shortcomings of your corporate culture is not just. Culture is a shared entity in which all; employees, CEO, managers, and executives, play a huge role. Let’s see how each participant contributes to the development of culture.
A company is formed on the sole idea of its CEO; it’s all but natural that the values and beliefs of the owner will be incorporated in the culture. A leader with a clear vision and long-term goals will set the company in right direction. The executives and leaders need to lead by example; they are the enforcers of the culture.
If leaders are the enforcers, then your human resource department is the protector of your culture. They need to ensure that company values and beliefs are being followed and there are no violators in the system. HR monitors behaviors and business activities that are not acceptable to the company’s culture.
Mangers are the closest authority that interacts with the employees. They need to be trained and groomed by the seniors to represent the corporate culture in the best way. The daily decisions that they make and the way they interact with the employees determines the company’s culture.
Employees play a huge role in development of culture. The way they behave and interact internally and externally shapes a company’s culture.
For example, you fire an employee who was caught using unfair means to acquire clients. In this situation, only the employee is not at fault, your culture is too.
There are multiple things working under the surface. Your culture might have facilitated the cheating behavior of an employee. How? The absence of strong policies and objectives means the manger has no clear direction.
Lack of strategy causes manager to focus on quantity rather than quality. Mangers push employees to achieve targets; the high level of competition compels employees to adopt unfair means, which leads to employees finding loopholes to achieve their target.
An individual makes a mistake, but the culture plays a huge role in its occurrence. Hence, it’s important to find employees that fit perfectly with your company’s culture.
Everything your company does contribute to the culture.
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