Culture can make or break your business. Company culture is defined as the shared set of values, ideals and attitudes that characterize an organization. It leads to lesser friction because of the match in the thought process; hence skyrocketing the productivity. Culture is the background music within your organization, everyone humming the same tune is crucial, so it’s important to get it right.
Culture | build it right
Building it from scratch begins with defining your core values, evaluating your existing organization culture, and comparing the both. The culture should be in harmony and alignment with your core beliefs. It exists whether you consciously build it or not. Drafting a mission statement is the first step in building the culture because if you do not have the clarity about the reason your organization exists and why that matters, then it will not be a long-lasting one.
The next step is to communicate the bigger picture to your team members. Ensure that every team member understands the organization’s mission, so they can work toward a broader goal. Don’t confuse them by talking and walking different. List out the attitudes and behaviors that complement your core values. Culture is the personality of your company. What are the underlying vibe that you want in your organization? — innovative, fun, passionate, bold, fearless, transparent. Define each one of them in detail so that there is no room for confusion or interpretation.
Teamwork | build it together
Communicating the results and collecting feedback from all the team members is vital to establish the culture we’ll and sustainable. If your team members do not feel heard, or they are not involved in the changes, they will not accept it from heart. Ask for your team member’s feedback and answer any questions they have.
Break down the big goals to smaller achievable chunks, and design a road map. Assign roles and responsibilities to key people. Set a timeline to keep a check on the progress. Multiple check points marked on road map gives you a reminder to evaluate the situation and make the necessary amendments. Remember to be realistic — change won’t happen overnight. Communicate your expectations with your team, train them for the new changes, prepare them well, and continuously evaluate the results.
Jon Gordon said, “Culture drives expectations and beliefs; expectations and beliefs drive behavior; behavior drives habits; and habits create the future. It all starts with culture.”