4 Ways to Zero in on Your Unique Company Culture

4 Ways to Zero in on Your Unique Company Culture
From Recruiter - January 13, 2017

Potential employees are looking for great company culturesso much so that many candidates are accepting or refusing offers based on how a companys culture is portrayed through various channels. Today, company culture is just as important as tactical performance management or recruiting strategies, and nearly one-third ofpeople in North America believe corporate culture needs improvement, according to Ceridians Pulse of Talent survey.

Simply being aware of the necessity of a distinct culture does very little for your organizations efforts to differentiate itself from its competitors. In fact, knowing just how much impact company culture can have on morale and productivity can be enough to overwhelm any executive.

Culture is highly organic and continuously evolving, but it isnt something that can be ignored and left to itself. Given how impactful it is, why would you want to anyway?

Your corporate culture is unique to you and your team. While there is no fail-safe, step-by step-plan that works for everyone, there are a few basic starting points from which all corporate culture initiatives should proceed:

Determine Company Values

Companies are founded on goals. Sure, those goals all boil down to making money on a good idea, but the way a company achieves that fundamental goal is based solely on the distinct approach the founder took to get there. Your companys values and mission likely grew out of this distinct approach, and all decisions spring from those fundamental beliefs. Theyre considered core values for a reason.

If your company values arentwritten out, write them. If they arent already implied, chances are they are at least conceptualized. But they should be also be verbalized and written. Dont take your valueslightly or render them ingeneralized or overused terms. They shouldbe an honest, public display of what defines your organization.

Rather than actionable corporate values statements that truly capture the essence of the organization, leaders often lean on single, powerful words or phrases that they think people want to hear, writes Chris Cancialosi, found of GothamCulture. Examples of this might be [i]ntegrity, [c]ommunity, or [s]ervice. They look good. They sound good. But they are all but meaningless if people within the organization fail to live them in their day-to-day interactions.

Your mission is your mantra, and the values are your guidelines. They tell employees and clients alike what you will do to succeed and where you draw the line. All of that is highly important to your culture; it speaks volumes to the type of people you want in your office, on your client list, and as vendors.

Create a Solid Foundation

With your values and mission in place, you have the beginnings of a solid foundation. Now its time to focus on discovering what a great culture looks like to your people.

Implement programs and initiatives that support what you want to see in your organizations future. For example, according to the Pulse of Talent survey mentioned above, the top drivers of corporate culture are training, recognition, and leadership development. Those three are great places to begin fosteringthe elements that will direct your culture.


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