Organizational culture matters. It is a key ingredient and ongoing mainstay for any successful organization — especially in the quest to achieve long-term success
Studies have shown teams steeped in a strong corporate culture can beat better, non-aligned talent. In a 2013 study, “The Value of Corporate Culture,” researchers write that a culture of integrity benefits companies economically: “We find that high levels of perceived integrity are positively correlated with good outcomes, in terms of higher productivity, profitability, better industrial relations, and higher level of attractiveness to prospective job applicants.”
Building the Best Culture
A great corporate culture enables creativity and provides for motivation. It creates an environment where team members want to come to work every day to join efforts and thrive as a unified organization. It provides for common beliefs, common direction, and a common foundation for all departments, all disciplines, and all corners of organizations large or small to draw upon for a real competitive advantage.
There are four secrets to building a truly great organizational culture:
- Be fanatical about new talent coming into your organization at every level.
- Leave no stone unturned via multiple interview steps in your process to ensure you are bringing in people who share your organizational beliefs and values.
- Walk the talk. Exemplify your culture at every turn, every decision, and in every communication.
- Constantly work to reinforce your culture via added training. Refine your own understanding of your mission and beliefs — your individual “why” as well as the “why” for your entire organization.
Protecting the Culture
The views of corporate culture have changed over the years. The reigning “command and control” beliefs in the 60s and 70s and the “lean and mean” practices of the 80s to early 90s both gave little importance to culture; however, in recent decades it has become recognized and valued for the true impact it provides as a priority for any business. Every organization that is successful in the long term reflects a strong, unique and winning culture.
There can be roadblocks. There can be differences between the real culture of your organization and the culture that potential employees perceive because things they see or hear about through their interviewing process can lead to a false impression. Within the business, not every team member will understand the foundational beliefs of the culture in the first place and, in trying to make their mark, run against the grain of the organizational culture.
To protect the culture, continually look for functional applications and new ways to insert your values into every aspect of day-to-day organizational conduct, and remember one last secret. Building a great culture is not a one-step process. You have to create it and reinforce it every day. It cannot flourish on its own.
