Every organization has its own culture, whether it actively works to cultivate one or not. Company culture includes organization-wide value systems, management strategies, employee communication and relations, work environment, and attitude. While culture can grow organically, and is often influenced by the wider norms of an organization’s industry, more and more leaders are recognizing the necessity of actively cultivating a positive organizational culture.
Harvard Business Review identified the components of a great corporate culture in 2015, including vision, values, practices, and people. A clear mission statement and authentic values should shape an organization’s practices, and hiring should take cultural fit into account when recruiting new candidates. While each organization has a different culture that fits its individual needs, a positive culture is welcoming, enabling productivity and keeping employees engaged and motivated.
How can you tell if an organization has succeeded in creating a strong positive culture? The signs are obvious. Employees report improved job satisfaction, and employee turnover is decreased. When workers enjoy their work environment and have strong relationships with their colleagues, they’re more productive and more invested in the overall success of the organization. Companies known for their positive cultures also tend to attract candidates who share their values, which improves hiring and retention. These effects aren’t coincidental; Deloitte research shows a strong correlation between employees who feel valued and happy at work and those who say their organization has a clearly articulated and lived culture.
While there is no one-size-fits-all perfect organizational culture, there are best practices to help ensure that a company’s actions truly align with its expressed values. One of the most important is communication—organizations must provide the means for workers to provide open, honest communication and demonstrate that they listen to the feedback they receive.
When there is a disconnect between a company’s publicly stated values and what’s actually happening behind the scenes, upper management may be among the last to know. All too often, employees hesitate to report harassment, discrimination, and bullying. When these behaviors persist, they have a corrosive effect on the culture you’ve worked so hard to build, destroying employee trust in your organization’s commitment to their well-being.
#NotMe gives employees a means to raise sensitive topics easily and anonymously, allowing your organization to identify issues in their early stages, spot problematic patterns, and act to correct them. When all stakeholders feel heard and know their concerns are taken seriously, they see that your commitment to a company culture that prioritizes employee happiness and success is not just lip service.
If your organization is focused on creating or maintaining a positive culture, #NotMe can help. Contact us here.