The term “company culture” has become a buzzy catchphrase in corporate America for a reason: People like working somewhere that inspires than and make them feel important.
Simply put, company culture refers to the collective values, work habits, and communication styles of an organization. A company culture can include things like supporting sustainability, regular company outings, or managers who are regularly down in the trenches with their frontline workers.
When done right, a company culture is a massive asset that draws in top talent, making products more valuable and generating goodwill that comes in handy during difficult times. When done wrong, a company culture pushes out good employees, lowers quality, and generates bad word-of-mouth that can make everything more difficult for an organization.
Therefore, it is essential for company leaders to regularly assess the culture of their company. Is your culture an asset or a liability? If you aren’t sure, ask the following questions to get a better sense of what your culture is all about.
Are We Attracting Top Talent or Driving Out Good Employees?
A robust culture is a powerful magnet when it comes to recruiting the best candidates out there. Because they typically have a strong sense of self-awareness, talented people know their value and the importance of finding a place that recognizes it as well. These folks are more likely to be drawn to enthusiastic employees, vibrant messaging on social media, attractive workplace décor, and positive vibes when looking for a new job. Also, a strong culture tends to be linked to high employee referral rates, as satisfied staff members are much more prone to refer people they know.
On the other hand, these folks are more likely to walk out on a company when they sense a toxic culture. If you have high turnover rates or keep losing good people: it might be a culture issue.
Is Company Management Leading by Example?
Consider if the actions of leadership reinforce the ideals in your organization’s stated mission and vision. If you aren’t sure or don’t think so, changes must be made. If management is seen as hypocritical, they will have a difficult time motivating and keeping staff members.
If management at your company is setting a good example, don’t just expect people to recognize it. You have to also continually communicate the values you are practicing. The tectonic plates of a cultures can quickly shift if not persistently reinforced and communicated.
Are Employees Going Above and Beyond, or Just Enough to Not Get Fired?
Culture has a massive impact on worker engagement, which in turn affects efficiency. When employees are engaged in their work, they perform at a higher level than employees who are not.
Surveying employees and looking at efficiency indicators can give you a sense of the connection between culture and performance in your company.
We Can Support a Strong Company Culture in Your Organization
At Career Concepts, we work with our clients to help them build vibrant and inspired company cultures through talent acquisition solutions. Please contact us today to find out how we can do the same for your business.