So What is Company Culture?
There are several definitions for company culture. Businesses are often praised for allowing their employees to work flexible hours or for giving them free lunches. But just because a company doles out some fancy perks, you can’t say it has a great culture. In many cases, these perks might be masking the true culture lying beneath. That said, creative perks are still good for fostering a good work environment.
Here are some tips for building a great company culture.
HIRE PEOPLE WHO POSSESS THE RIGHT SKILLS
Hire the right candidates. Your employees are your biggest assets. If you hire the wrong people, you will do more harm than good. Employees who can’t do their work are harmful to the organization. Those who can’t be the right fit are also harmful. This does not mean that you should only hire people possessing the same skills or coming from the same background. Actually, your team should consist of a combination of employees coming from different backgrounds and possessing different skills and interests.
USE TECHNOLOGY TO BRIDGE GAPS
You may have introverts in your team and they may have some brilliant ideas. But in many cases, things like fear or shyness will prevent them from bringing out those ideas. There are several software tools that allow introverts to communicate their ideas without having to worry about getting judged. There are also several tools that bring remote teams together. With the right technology, your team will be able to overcome many hurdles.
This might sound counterintuitive. Of course, you don’t want your employees to fail all the time. But if you have a culture that punishes failure, your employees will not want to take risks. This limits the amount of success you can
achieve. So encourage your team to take risks. Ask them to communicate the risks and then do whatever you can do to mitigate those risks. Assure them that any resulting failure will be shared.
DOLE OUT PERKS THAT WILL KEEP YOUR TEAM MOTIVATED.
Any perks that you dole out should suit the work culture you are trying to create. They should also be motivational.
DON’T LET DESIGNATIONS RESTRICT ROLES.
It is important for your employees to have specific roles. However, this does not mean that you have to restrict them. Some of them may be capable of contributing to other areas apart from the roles assigned to them. Almost all businesses will benefit if roles are less-restrictive.
FOCUS ON YOUR PRODUCT/SERVICE
You want your company to have a world-class culture. Building a world-class product is even more important. Unless
you have a great product, your company won’t be able to grow. And unless the company grows, the culture cannot exert any effect on your people.
When you only have a small number of employees, you can all sit together and discuss every decision. At this stage, your problems are simpler and your team members are unlikely to face any communication hurdles. Everyone knows what is important and how they should act. Your company culture is now implicit in the values and personalities of this group. As the organization grows, things will begin to get more complex. When you have hundreds of employees on your payroll, it is not easy to define
your culture. There may be communication gaps, and you would need to make a conscious effort to define and enforce the culture. You should decide what kind of organization you want to build.
Bridging communication gaps is the first thing you need to do. Generally speaking, an organization’s culture is shaped by how its leaders act. The leaders should embody the kind of company they want to build. If transparency is important to your organization, your leaders too should be transparent, and discuss the company policies openly.