When it comes to understanding company culture, different people come up with different definition and understanding. However, one thing everyone acknowledges is that it is something which separates two companies. When it is so important, it becomes imperative to understand this deeply and get it right consciously.

Definition

The Company Culture includes an organization’s purpose, expectations, experiences, philosophy, and values that hold it together. It is expressed in its day-to-day workings, including its internal (employee) and external (customer, community, etc) interactions and transactions. It is based on shared attitudes, beliefs, customs, and written and unwritten policies that have become acceptable over a period.

The culture of a company reflects (good or bad) in the way people take decisions, openness for the new ideas, empathy & appreciation for the colleagues, the energy level of team members, the willingness to walk the extra mile, etc.

Effect of a Culture

The company culture affects the organization’s productivity and performance in a big way. Also, it provides guidelines on customer care and service, product quality and safety, attendance and punctuality, and concern for the environment. In order to achieve the same goal, a company may have stressed environment, while another company may have enough fun.  Whether you realize it or not, it affects each and every part of the business.

Understanding the Culture

Organizational culture is unique for every organization and it is one of the hardest things to change. However, it is not impossible to change and you don’t need to wait for the perfect situation or moment to start with this activity.

You need to take a close look at below

  • Clarity of Purpose: Do the company have an explicit purpose (vision, mission, and values) defined and do the employee subscribe to this? Do the employees feel that their action has a measurable impact on the company?
  • Employee Engagement: Where does the company stand with respect to Engaged vs Disengaged Employee? What is the company doing to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being?
  • An Environment of Trust: Can co-workers trust each other and believe that the action taken by everyone is in the best interest of the team, the customer and the company? Will every employee pull their weight for their co-worker?
  • Continuous Improvement: Do people understand that their current strength will help them meet the current operational need (of getting salary on time and perhaps ensure some hike during appraisal) and they need to continuously improve upon things aligned with company’s strategic goal to create a better future?
  • Openness with the new hire: Is the company passionate about its culture and does this reflect during the hiring process? Did the candidate have a discussion which shows that people are proud of what they are doing and they are damn serious about who they want into their team?
  • Behavior with outgoing people: How do the people behave with the customer who is slowing down the business or stopping the engagement? How do people behave when the coworker has decided to move on to different opportunity?

Following image summarizes how you can break the understanding into 3-broad areas and understand current engagement level in any company:

Company Culture

Defining your Culture

Often the company culture is implied and it is not expressly defined and measured. Typically, it develops over a period from the cumulative traits of the people the founders and its people, including new hires, brings in.

However, one thing is sure that what gets appreciated is what get repeated. The things that get repeated becomes part of our habit and if more people repeats similar behavior then it looks like company’s culture!

How Culture Gets Created

We believe that this aspect of life has not been consciously exploited for creating the high-performance culture.

So, it is important to identify “what” and “hows” and ask questions like “why” to validate with the purpose and come up with the activities, which may end up getting appreciated.

Further, you do need to measure these activities so that it can be improved. EngazeWell is all about that. Keep visiting our blogs to know more about how you can create a high-performance team!

 

Alok Ranjan

Alok is co-founder of Walking Tree Technologies Private Limited. He is determined to help companies build a high-performance team. For more details about Alok, please visit below URL: https://www.linkedin.com/in/alok-ranjan-b36a103

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