Valentine’s Day is right around the corner and, with all the red and pink decor everywhere, it’s easy to get swept up into the festive atmosphere as you start to feel all the love (and sugar) in the air. But what about your employees? Are they feeling the love?
When it comes to creating a work environment that employees actually want to be a part of, the single most important element is a company’s culture. Company culture is defined as a set of shared attitudes, values, goals and practices that characterize an organization. Your culture is unique; think of it as your organization’s DNA, made up of all the elements and ideals that define your company and set your workplace apart from any other.
But not all company cultures are great, or even passable. Those that micromanage or stifle the creativity of employees are often responsible for creating some of the businesses’ biggest revenue drains because they cause high rates of employee turnover.
Categories of culture
Generally speaking, there are nine categories of organizational cultures that Companies typically fall into:
The Academy Culture: This particular type of company is full of highly skilled, studious and multi-talented employees. Company Leadership stresses the need for continuous and ongoing training (including cross-training) and personal development so that the business is always at the forefront of the latest developments and advances.
The Normative Culture: This company culture is characterized by its “status quo” attitude: very cut and dry, with a strict adherence to established rules and regulations. Company leadership doesn’t place a high value on collaboration, and employees generally stick to their siloed job duties.
The Pragmatic Culture: These kinds of companies take a head-on, straightforward approach to running their business, and live by the saying “the customer is always right.” Company leadership believes in doing whatever it takes to meet and exceed their customers’ expectations.
The Club Culture: These companies would definitely be seen as the “in-crowd,” insomuch as they tend to be highly sought-after employers. Their incredibly lengthy and intense hiring process acts similar to a club bouncer, and makes employees feel like they’ve finally “made it.” These companies place great importance on promoting from within and providing employees with opportunities for advancement, and so tend to have frequent performance reviews and appraisals.
The Baseball Culture: Companies who have “baseball” cultures are all about teamwork and doing whatever they can to help an employee get a “win” for the company. Company leadership values creating a “family” environment by planning multiple group outings and social events, as well as offering lots and lots of perks for employees to take advantage of: free snacks, long lunches, game rooms – nothing is too good or too much for their prized employees.
The Fortress Culture: These companies are all about the bottom line. Company leadership isn’t sheepish about culling employees who aren’t up to snuff with company standards, which often contributes to high rates of employee turnover within the organization. Employees who excel at their jobs and aren’t prone to errors are safe in these kinds of companies, but even the best employees constantly fear getting the axe from their employer.
The “Tough Guy” Culture: These companies treat “Nineteen Eighty-Four” like an employee relations manual, and employees frequently feel like Big Brother is always watching their every movement. These are not environments that foster creativity, and have rigid and regularly enforced discipline procedures. This no-nonsense approach to employee management can often drive results, but has a terrible effect on employee engagement.
The Process Culture: Companies that are process-driven are havens for analytical thinkers who enjoy having a well-thought-out and documented way to do things. As opposed to companies with normative cultures, innovation is highly encouraged, as company leadership sees it as the key to improving efficiency within the organization. When it comes to performance management, these companies take a more hands-off approach, mainly stepping in when there’s a problem.
The “Bet The Company” Culture: Most common amongst startups and in the tech industry, these kinds of companies make a habit of gambling big on new initiatives or ideas. Sometimes these bets pay off – sometimes they don’t. The regular uncertainty that comes with these workplaces make them a terrible place for the faint of heart, but rather give risk-takers and entrepreneurial thinkers the sort of environment they can really thrive in.
Do you recognize your company in one of the descriptions of the less-than favorable cultures above? Don’t get too discouraged. Just because your corporate culture isn’t great now doesn’t mean it can’t ever be so. If you’re interested in turning your company’s culture around, we’ve got a few tips that can help you do it:
- Recognize that there’s a problem.
Like most problems, recognizing that there’s an issue is always the first step in solving. Companies usually become aware that there’s a problem when it starts to affect their budget. If your business is constantly having to spend on recruitment and training for new employees to replace ones who left after just a few months, you likely have a culture problem. Other indicators of a poor company culture include low morale, increased carelessness, lower quality work and less productive employees.
- Figure out what you’d like your company culture to be instead.
If your current culture doesn’t truly reflect what your leadership team believes to be the organization’s ideals and goals, there is likely a disconnect between what the company says and what it actually does. If so, it may be time to reevaluate your company’s policies, procedures and practices to ensure that everything aligns with the organization’s vision and mission.
- Get input from your employees.
Involving your employees in the company culture evaluation process is essential. Conduct a survey of your employees that asks them to indicate their personal values and the values they think are important for the company to embody. Never forget that your staff is one of your greatest resources as an employer when it comes to innovation and improvements.
Can you really choose to make your company’s culture what you want it to be? Absolutely, but it can’t be just a pronouncement. Your culture has to emanate from your core values and your leaders have to model those values. If you do decide to make a concerted effort to improve your company culture, you will be rewarded with engaged employees who reflect your culture and values because it’s simply how they do things.
What are your tips on creating a quality corporate culture?
Let us know in the comment section below!
This post first appeared on G&A Partners HR Blog | HR Outsourcing And Employee, please read the originial post: here