For something that is for the most part intangible, organisational culture is very obvious in most businesses. Internal and external stakeholders can feel, sense or experience it, and it doesn’t always match the mission statement or values of the company. Culture can be crafted and it can be changed, but in many businesses the process is a little more organic. This is especially true when there hasn’t been a focus on creating the kind of workplace – and customer experience – your company wants to embody. The behaviours and attitudes of management and staff will have a flow on effect into how the company feels and acts. While sometimes great cultures happen by accident, it can also go the other way too.

Why Culture Matters

The type of culture your business has impacts everything. From how external stakeholders like clients, customers and suppliers feel about your organisation, through to how much your staff want to come to work. A strong, positive company culture means that people work better together. They’re passionate and motivated and want to do well. They like working for you – in fact, it can even make people actively seek out your business. Look at how coveted positions at companies like Google have become. Ultimately, good company culture produces great results for your customers which equals better results for your bottom line.

How to Tell What Kind Of Culture You Have

Often management are ‘too close’ to be able to objectively measure the kind of organisational culture your business has. Leading HR firm Chandler Macleod have found that when doing independent self-assessments people tend to focus on what they want the culture to be rather than what it actually is. That’s why they’ve developed a package that guides the business through all the steps. From identifying the type of culture you want through to assessing where you’re at now and what you need to do to reset and remodel the way your company works. You can read more about this at the Strategic Culture Gauge overview page and a video created by www.chandlermacleod.com.

Culture Is Fluid

The culture should be aligned with your company values and strategic plan but it can change and evolve over time. Trading conditions, the business model and your people all impact the way a culture is and the way it may become. If your company has a strong, good culture, individual staff changes won’t impact on the overall mood and feel dramatically. If your culture needs some attention though, staff changes can have a big impact on how things are tracking. Actively working on the business as well as in the business can help to ensure that your cultural evolution happens in the right direction.

Even if you have a good organisational culture now, it is important to keep the momentum going. By actively including all levels of the business in strategic planning exercises and dedicating time to team building, you will be able to ensure that the business continues to perform and function well.

How would you describe your workplace culture?

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>