By Alyssa Rinetti
A great company culture is essential these days to help your company stand out from the crowd. Why, might you ask? Because everything else (products, strategies, marketing, and even inventions) can be copied, the only truly special identifiers are the company's values and standards—its culture and personality.
Today, having a positive culture in a business is relatively uncommon, if not non-existent. Having said that, it is critical for a company to have a strong company culture in order to differentiate itself from competitors in the same industry.
Why Should You Care About Company Culture?
There are several ways for a company to differentiate itself from its competitors: it attracts talent, drives engagement and talent, affects one's happiness, and affects an employee's performance. Furthermore, it is critical that employers care about the culture of their companies because company culture is the bread and butter that provides the guidelines, boundaries, and structure. This type of culture, in turn, will have an impact on an employee's workplace environment, whether it is good or bad.
The Impact of These Variants on Company
As previously stated, there are numerous variants that contribute to a company's office culture, and these variants will have a significant impact on the culture. Now, let's take a closer look at some other aspects of office culture that you may or may not be aware of.
Good management and leadership are the most important things to have in an organization. How your company is managed—anything from the systems, procedures, structure, hierarchy, controls, and goals—is one factor that sets companies apart from one another. Additionally, the capacity with which managers entrust employees to make judgments, support and interact with them, and act consistently!
The way your company's leaders communicate with employees, what they communicate, and their vision for the future are what help shape the business you work for in its entirety. Without a leader's expertise and decision-making, the extent to which a company and its employees will grow is very diminutive.
Keep in mind that for a leader to be successful in their role at a company, they should already have experience training others as well as years under their belt in previous roles. The stories they tell will be the underlying foundation for a leader's trainee succession within the business overall!
The individuals you employ—everything from their qualities, ideas, values, diverse skillsets, experiences, and everyday behaviors—make up a company’s civilization! The types of interactions that occur between employees (more along the lines of being collaborative rather than confrontational, supportive versus non-supportive, social versus task-oriented, etc.) are very important.
You may ask yourself, "But how do I find people that embody great values?" Well, the answer is simple: the interview process. This is the part where you need to ask the right questions in order to gauge whether a person will be a great fit. It is these questions that will also determine the foundation of your business and where it will begin.
Mission, Vision, and Values
The translucency of mission, vision, and values and whether they honestly reflect the beliefs and philosophies of one's organization, how inspiring they are to your employees, and the degree to which all three characteristics are stable is the DNA of your company's culture.
All three values serve as the primary platform for inspiring and motivating your employees, and they are the most powerful resource you need to attract, recruit, hire, and retain the best talent for your company!
Make Note of This
Operating within an organization that possesses values, character, and a strong culture will help your business be more successful. If your company is not there now, your business should go find what it is that ultimately creates a positive culture and make it happen!