Every organization has its distinct character and personality, which can be seen in the way team members engage with each other and their clients, the values they hold, and the decisions they make. This is known as company culture.
While some company cultures are deliberate, they could also come about naturally. When you have a positive company culture that encourages accountability and growth, you are not only able to pull in better talent but, more importantly, increase the chances of your team members sticking around for the long haul. Moreover, when their working preferences and beliefs match those of the organization, they feel a sense of belongingness that fosters collaboration and boosts their morale and productivity.
On the flip side, employees in a toxic work environment tend to be unenthusiastic and uninspired. Mistakes and delays become common, not to mention that it bleeds through and into their client interactions. This can cause your sales to plummet and your attrition rates to skyrocket.
It may even be apparent to prospects, affecting their perception of your brand and possibly turning them away.
So, what should you do to ensure you have a strong, cohesive company culture? First, audit what you have right now. This can be conducted by a consultant or you can work with a team member to help you do a company-wide survey. Once you have identified and understood your company’s existing culture, you can start asking for input from your staff to help you shape this culture the way you want it.
In this blog, we will be guiding you on what to do next after identifying processes, policies, and procedures that can support the culture you want. Ready to learn? Let’s get the ball rolling!
Introduce your people to the culture you would like to have
It is important to ensure that team members know exactly what culture you want for the company, so they can align their behavior to help you achieve it. Make sure to communicate your ideas for the company clearly whenever you can.
All your plans and strategies become pointless if they are not on the same page—after all, it takes more than one person to make a culture.
Live the culture yourself
As a leader, you should be able to walk the talk. There’s nothing more infuriating than a hypocritical boss. When your actions don’t match what you expect from your team members, all it breeds is mistrust and resentment. If you want to inspire your downlines and instill certain values and attitudes, you need to embody them first!
Reward people who embrace the culture
The reality is this: people are more motivated to do the work and execute well when there’s something in it for them. And let’s face it, shifting your mindset after you’ve gotten used to doing things a certain way is no easy task. Consider rewarding team members who embrace your shared beliefs and values and are helping you propagate those attitudes through the ranks. You may show your appreciation through money, incentives, or even something as simple as praise.
Appoint cultural guardians
While this may not necessarily be an official position, it’s crucial to assign team members who will promote and protect the values and culture of the organization.
Cultural guardians see to it that everyone is practicing and reinforcing the culture every day, and lead by example during the times when you aren’t around.
Most of the time, these cultural guardians will be trusted managers or those who have been on the team for a long time. They are almost as embedded in the company as its culture, and can easily help new hires and more junior staff adapt to it.
And there you have it! We have just discussed how you can foster a strong company culture. We hope you learned some valuable insights. Remember that while you should constantly reaffirm your company culture, it shouldn’t be stagnant; always allow it to evolve with the times.
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