The set of shared attitudes, value, goals and practices that characterizes an institution or organization.
Does this sound appealing to you? To me, this defines exactly what a company should strive for. A cohesive environment filled with employees that share the same values and goals is headed straight to success. But what steps do you need to take in order to reach a rich company culture?
How to Build a Strong Culture
The more we teach people what we’re looking for, the more likely they’ll learn and bring it to life. Most companies have training programs implemented into their orientation process. Instead of only teaching them what software to use, educate them on the culture of the company and what you hope it will be like in the future.
- Define what it is
This can be done in numerous ways, however from my experience, writing out your company’s “core values” seems to work the best. These are a set of phrases that you feel defines the desired culture of your company. For example, “Eager to Improve.” If this is one of your core values and an employee shows up to work unmotivated and stuck doing the same day-to-day tasks everyday, my bet is that they don’t exemplify the characteristics you’d want as a part of your work environment.
- Live it
According to Zingman Co-Founder, Ari Weinzweig, “Culture is very little about what we say, and very much about what we do. If we don’t live it, it’s never going to play out as we want. This is especially critical for the leaders in our organizations; the staff sees everything we do. I remind myself that every action I take and every word I speak will have an impact on how our culture develops. Pretending that my words, actions and attitudes don’t impact it significantly would be to live in denial.”
- Implement it into a review process
Something we do at Hireology is a monthly staff meeting called the Town Hall. All of the employees are able to submit anonymous feedback and questions about the business. The, our CEO must read them aloud and answer the questions to make everyone aware and on the same page. It brings a level of openness and transparency that really rounds out our culture.
- Push every staff member to promote
As the Inbound Marketing Coordinator, one of my main jobs is to promote our content via social media and e-mail marketing. What do you think will gain more revenue and site visits for your company? Promotion via one person or via 100? Each employee has their own network. Try sending stock tweets and LinkedIn posts to your co-workers, so they can promote too. This will not only inform them on what’s going on within the company, but will improve the success of your business as well.
According to an article in Inc. Magazine, “No matter how large your business grows, it’s your job to create a strong, cohesive company culture. And it’s your responsibility to connect your team to that culture.” It’s time to get started!
By Natalie Pike, Inbound Marketing Coordinator at Hireology