What is your company’s personality and how should everyone show up? And perhaps more importantly, what is it not?
At SGFE, we talk about creating and defining a culture that supports your businesses’ ambitions; specifically attracting, retaining and developing talent. If you get this right, culture can become an asset and a reason for people to join, develop and even purchase your business.
When defining any strategy for your business it is important to assess the cultural and commercial benefits. Why should defining your company culture be any different? And to be clear…this is more than offering a great benefits package or free pizza Fridays. This is fundamentally about outlining what it means to be on the team and then all the actions you take will support this culture.
So, the best thing business owners can do when creating their culture club is to remember it cannot be a ‘top down’ approach. Telling people what your cultural values are fails to recognise that everyone has a choice as to how they show up, and seeking your team’s input to what these values are will also make everyone more personally accountable.
A Forbes article from 2016 suggested there were five culture problems that could block your business success:
- Absence of a plan – no one understands the rules of the game
- Stifling bureaucracy – micromanaging and relying on hierarchy to lead others
- Politics over performance – no definition of how reward or recognition can be measured
- Fear of speaking up – unhealthy approach to debate, discussion or conflict management
- Good ideas not being implemented – fear of change or people’s individual position threatened
Over the past few years so much has changed in relation to the workplace and our attitude to work so it is no surprise that people are evaluating what really matters when it comes to joining or dedicating their careers to prospective employers.