Company Culture, Employee Engagement

Your company has grown, and you are in charge of a workforce of hundreds. Well first of all -congrats to you and your company. It's not easy to have a profitable business that can hire so many people. And I bet finding the right people wasn't easy.

Now consider how you're going to keep those people within the company. Not taking the time on building company culture, all the work you've put in hiring the current employees, might be in vain.

What is Company Culture? 

Not that you haven't heard the term before, but what it stands for seems fuzzy.

It seems you heard a lot about it. According to the 2015 study by Deloitte University Press, company culture is the main challenges of HR specialists. Company culture is the way the employees within your organization behave. It's also what they think the behavior of their co-workers and superior means. The great challenge is you can't control Company Culture, but you can manage it. By establishing core values and activities that remind people what the organization stands for.

Of course, the culture changes in time and you need to be flexible for all your employees to feel part of it.

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The Main Reasons for Building Company Culture 

A positive culture within your company will bring results that transcend the employee relationship. Researchers have shown that building company culture brings:

  • Increased employee engagement
  • Satisfaction with work
  • Higher business productivity
  • Decreased attrition rate
  • A positive brand image
  • Employee advocacy
  • Shorter Screening process
  • Less Mismatched candidates
  • Better relationships with customers

The culture is given by the workforce. Of course, you can influence it and determine what it stands for. You should first understand what is happening in your business right now.

Examine Your Culture 
Take the time to figure out what work atmosphere your organization has. It's an important step before making any steps in improving and building company culture.

Here a few aspects you should examine to determine if the culture is negative or not: 

Most Office Doors are Closed 

If the doors of team leaders and managers are closed, it tells employees that they don't want to be bothered. That might be the case in some days when they are busy, but not every day. 

Building company culture on these pillars makes your employee feel they can not raise questions or concerns. This attitude won't help your business because even if employees see an error, they won't present it because it's never the right time. In today's open office concept, having headphones on your head has in many cases the same effect like a closed door. 

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Sharing of Work and Information 

Organizations sometimes have a problem with sharing some information with every employee. It's either because:

• They feel that not everybody needs to know that or
• There is no system to make sure everyone has access to the information. 

The effect is that the productivity goes down, delays and mistakes increase and end up being the employees fault.

Building company culture can change this mindset for employees and management as well. 

Making Employees Aware of Mistakes But Not Progress 

It's not wrong to tell an employee that they have made errors in their work; it's important they know the impact of their actions.

Sometimes managers forget that employees need to hear they've done a great job as well. Building company culture on employee appreciation increases satisfaction and productivity.

It also eliminates the risk for your top star employees to leave right under you. Also, consider a new way of managing your whole team of employees. It will cut down the time you're on it spending right now.

Management is a Seperate Division

Having differnet areas for management personnel to eat, park or meet, makes it feel like other employees are less appreciated. 

Keep in mind that wehn building company culture you are also creating leaders within your organization. 

Other Systems' Behavior Put in Place 

We've only discussed some typical problems that businesses with negative company culture face.

That doesn't mean other systems that could be helpful can’t be used. Or that your company might also have empowering activities that you are doing on a regular basis. Analyze that and you'll find out.


The "Must-Have" of Any Company Culture 
After having an overview of the culture you are nurturing, you should establish what you would like it to become.

The strategy will take time to elaborate and put in place. Here are a few aspects you should focus your attention at:

 Core Values 

Establishing a clear list of concepts and practices you stand for as an organization is the first step that will determine your culture.

You might think that they are nothing more than concepts written on a page.

Well, you are a bit wrong. They should be the central ideas that each employee knows about your work environment. They should also dictate they way you, and the company takes decisions. It should influence who you hire, how you strategize and how you prioritize goals.

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Leaders Should Embody the Culture 

Building company culture is about sculpting the interactions with your business. Nothing is as effective as leaders that are great examples of it.

Of course, you need an owner, someone that proactively makes sure that the work environment is as close as possible to the one desire. At the same time, you need to ensure that the top management of the organization respect and agree on the core values.

If they don't mean much to them, it will be hard for them to set an example.

What Will Your Business Gain Out of It? 

A better work environment is just one of the first aspects. With it will also come:

  • Increased productivity
  • Higher employee satisfaction and
  • A positive brand image

So take a close look at your organization. How are employees interacting? Is the work environment everything you'd wish it would be?

If the answer is no, you already know what to do. Think of the ways you can start building company culture.

We offer you the helping hand to manage your employees while implementing these positive changes.

Let us know about your struggles and ideas in the comment section below.

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Tagged: Company Culture, Employee Engagement

Posted by

(Yes, that's a real middle name!) is the CEO and Co-founder of Sift. You may remember him from such adventures as being a 2013 Venture for America Fellow, Co-founding Rebirth Realty and serving for 7 years in the US Marine Corps.