Company Culture: Why you need a strong one, and how you can get it there
- January 17, 2014
- Posted by: Jayne
- Category: Uncategorized
Be the “Google” of your industry
Think of Google as an employer and it immediately conjures up an image of a workplace that is fun, innovative and has people queuing at the door for an opportunity to work there.
How can you be an Employer of Choice for your industry or area?
Culture is transformational, an evolving thing that makes the ultimate statement about your organisation. It isn’t an easy thing to change, but it is possible. But before I tell you how you can make your company culture stronger and more positive, I’ll tell you why you should even try.
- Increased Productivity and Performance – Studies have shown that happy employees perform better. A strong and positive culture encourages employee engagement with the organisation.
- Attraction and Retention – A strong company culture is rarely kept secret – in fact, it could be called the personality of your organisation. A positive reputation will help attract candidates to jobs in your organisation, and if that perception of your culture holds true, you will be able to keep them there. As we know, your company can only be as good as the people working in it, and therefore attraction and retention is a key to business success!
- Business Success – Studies have shown over and over again that companies with a strong and positive workplace culture can expect higher financial performance compared to other companies in the same industry. Putting in the effort to make your company a great place to work could increase your bottom line.
Now that you know why you should have a strong company culture, have a read through the following tips and consider how you can apply them to your business.
- Discover your Values – What does your business stand for? What motivates, drives it, governs it? It may take a little organisational soul-searching, but those values are there, waiting to be discovered. Once you’ve identified them, then you can start to emphasize them and highlight them to your organisation, clients and customers. In the words of Sam Palmisano (former CEO and current chairman of IBM), “In the end, whether or not you have a values-driven culture is what makes you a winner or a loser”.
- Lead by Example – Company culture can be a reflection of its leaders. Could you expect your staff to follow the values that you don’t follow yourself? If one of your company values is teamwork, its crucial that you as the leader participate in the team and lend your hand when needed. If you value professionalism, it is crucial that you demonstrate your own professionalism to every member of your team, from executive to entry level. Google leads by example, both internally within the company, and externally in their industry, through their cultural values of collaboration and innovation linking to their beliefs like ‘do one thing really, really well’ and ‘great just isn’t good enough’.
- Discover and deal with disparities – Are there behaviours, standards, trends, or even people in your organisation that clash with your defined values? These should be tackled head on rather than swept under the rug. Where a company values diversity but only has white males in senior management and line management roles, there may be a conflict with what the organisation is saying it values, and what it actually values in practice. Investigate why this disparity exists and what can be done to change it.
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