Defining organisational & corporate culture
Defining your culture can benefit your employees and business objectives, find out more here
Defining your organisational & corporate culture is an important step in engaging your employees with your organisation's objectives. A businesses' organisational and corporate culture will both describe and govern the way employees think and behave. Whilst a culture can be left to develop naturally over time, it is much better to take steps to pre-determine a positive and beneficial one. If your culture can be distilled into a few words or sentences, this makes it easier to understand and communicate.
Here are our key steps for defining your organisational and corporate culture -
Your organisation's culture, values and personality begin with your brand identity. If you are dissatisfied with the culture, think about whether there are any different tools, symbols or stories that could be re-appropriated and re-packaged as part of your logo or in your mission statement, for example.
It is important that your ideal organisational and corporate culture be accessible and appropriate to your employees (not lofty and unattainable or unrealistic). This should be specific to your organisation and industry. A PR agency will differ from food packaging factory, for example.
Consider whether there is a sufficient link between corporate culture and team culture. Does the latter reflect the former? If not, why not? What is missing? As a manager, you should think about ways to increase corporate awareness and employee engagement according to the values of your organisation. Management should lead by example in terms of office culture.
Your Human Resources department is critical in helping to define and communicate your organisational and corporate culture. That is because corporate culture has become a significant differentiator in attracting and retaining talent. It is HR's responsibility to bring in talent who best fit the organisation's desired culture.
In order to retain talent HR can also provide a continual and open feedback loop between managers and employees, ensuring a harmonious relationship. For example, HR can help resolve workplace issues or drive managers to engage more where employees are dissatisfied, or make them aware of negative behaviours that are affecting the organisation, and influence leadership to steer the culture back in the right direction.
Appraisals can provide good opportunities to ascertain whether a desired culture is being cultivated, or whether certain issues are undermining it, allowing management to address these issues with a change management or employee engagement programme.
Compensation and Incentives
A positive corporate culture is often reflected in a fair workplace, where staff are competitively compensated for their work. Offering other benefits, such as healthcare, can also contribute to this. HR should also be involved in reward strategies, outside of just salary and benefits schemes. See our article on compensation and benefits for more information. For example, by creating a company award to be given to exceptional employees who embody the organisation's values and contribute to the culture you want to nurture. This can be a great way to positively reinforce the behaviours that you wish to associate with your company.