What Is Culture?
Culture is like a big invisible lever that moves your organization. It’s simply the character and personality of your organization. Organizational Culture is what makes your business unique and is the sum of values, beliefs, behaviors, tradition and attitudes.
An organizational culture is made up of the combined life experiences that each employee brings to the organization.
Culture impacts productivity, retention, customer satisfaction, drives engagement, attract talents, and also affects performance and much more. The personality of your business is influenced by everything. For instance, leadership, management, communication, workplace culture/practices, people, policies, and much more impact culture greatly.
As an organization, once you see the lever, you can begin to adjust it and move your organization in new direction. However, the biggest mistake a lot of organizations make is letting their workplace culture form naturally without putting things in place and defining their own vision for their company culture.
The point is that organizational culture matters because it is pervasive and powerful. There is no such thing as an organization, group, team or even family that doesn’t have a culture. The key as a leader is to recognize what your culture is, and take responsibility for adjusting it to better support the goals and objectives that you have.
Why Workplace Culture Is So Important?
The workplace culture is as important just as your business strategy because it either strengthens or weakens your goals and objectives. Workplace culture is an important part of your business or organization that affects everything that goes on from the little guy all the way to the top.
Here Are The Reasons Why Workplace Culture Is Important:
It Attracts Talent: Workplace culture is important because it attracts talented job candidates. They evaluate your organization and its environment. Therefore, a strong, positive, clearly defined and well-communicated culture attracts talent that fits. Having talented employees within your workplace will leads to high productivity and helps you achieve your goals and objectives.
It Affects Performance: Having a well-defined culture will affects performance. Business or organizations with stronger culture outperform their competitors financially and generally are more successful.
It Drives Engagement And Retention: Because you’ve different types of employees within your organization, culture plays a significant role as it impacts how your employees interact with their duty and your business.
It Impacts Happiness And Satisfaction: Organizational culture determines the happiness and satisfaction within an workplace. For instance, research shows that employee happiness and satisfaction are linked to strong organizational culture.
Create an environment where employees are happy doing what they do. Employees should derive some form of pleasure in the work that they do, this makes work easy for them.
What Really Impacts Culture in the Workplace?
There are a lot of factors that play a role in developing workplace culture and some of which are:
As an organization having good leadership matters a lot because the way they communicate and interact with employees, what they communicate and emphasize, their mission, vision for the future, what they celebrate and recognize, what they expect, how they make decisions, how they correct their subordinate, the level they are trusted, and many more.
A good management within the workplace impact culture. How your business or organization is being managed.
The level to which managers empower employees to make decisions, support and interact with them, and act consistently. All of these impact culture in the workplace.
Therefore, a business or organization makes sure you have good managers in the workplace as it promotes high productivity.
Another thing that impacts culture in the workplace is “workplace practices” The practices include recruiting, selection, on boarding, compensation and benefits, rewards and recognition, training and development, advancement or promotion, performance management, wellness of your employees, and work/life balance such as paid time off, leave, and many more.
Policies and Philosophies
As a business owner, having well-defined policies and philosophies within the workplace matters a lot. These include, dress code, code of conduct, attendance, and scheduling, and some of organizational philosophies are hiring, compensation, pay for performance, appreciation, and internal transfer and promotion.
As an organization you need to know that the people you hire, their values, diverse skills and experiences, beliefs, and everyday behaviors. The communication that occur between employees, such as collaborative versus confrontational, supportive versus non-supportive, social versus task-oriented, and many more impacts culture in the workplace.
Mission, Vision, And Values
Having clarity of mission, vision, and values and whether they honestly reflect the beliefs and philosophies of your organization, how inspiring they are to those working for you, and the level of which the mission, vision and values are stable, widely communicated, and continuously emphasized will impact culture in the workplace.
Your objectives, artifacts and other physical signs of your business will impact culture in the workplace. These include what employees place on their desks, what the company hangs on its walls, especially its reception wall, how it allocates space and offices, what those offices look like, such as furniture, light, color, and how common areas are used.
The way communication takes place in your workplace. Especially, the degree, type, and frequency of interaction and communication between the leaders and employees, and managers and employees, which include the level of transparency in sharing ideas, information and decisions, and others will impacts culture in the workplace.
Time to Define Your Workplace Culture
Many organizations let their workplace culture form naturally without any effort to define what they want it to be, and that’s a big mistake.
- They follow the cloud by creating policies and workplace programs based on what other companies’ do. Not minding if they fit their work environment.
- They hire employees who don’t fit for a particular position
- They tolerate management styles that threaten employees engagement and retention
- They don’t create and communicate a clear and inspiring mission, vision, set of values
- They don’t consider how their everyday actions or inactions as leader are affecting the information of their culture.
In order to put things alright within your workplace, its’s imperative to set back, evaluate, and define your workplace culture – both how things are now and how you would like them be in the future – and how all of the aforementioned factors either contribute or take away from your desired culture.
However, it may take time to change things but with the help of assessment tools and surveys you can gauge your culture. In addition to that, observation, examination of workplace behavior, meetings, and discussions can expose your workplace climate.
The most important thing is to start somewhere and try to open a dialogue with your leadership team about it.
In conclusion, know that culture is always a work in progress. It will definitely change so don’t rush things. Make it as important as your business strategy.
About Anthony Marsalo
With over 20 years of experience in both executive and account manager roles, Anthony specializes in leadership and cultural development for businesses to find better performance, productivity, and profitability.
Over the past fifteen years, Anthony helped build three successful startups by managing and mentoring his teams to create the best customer experience possible.
His intellectual curiosity also drives him to be a lifelong learner. Anthony Marsalo is currently devoted to being a mentor to people dedicated to becoming a better leader and improving their career through personal development.
I have 20 years of experience in both executive and account manager roles. I specialize in new business development for businesses to find better performance, productivity, and profitability. Over the past twenty years, I’ve help build three successful startups by managing and mentoring my team to create the best customer experience possible.