What is company culture and why is it important? Company culture, sometimes known as corporate culture, is defined by Investopedia as “how a company’s employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires.” This affects every aspect of the company, including the hours of operation to what employees can and cannot wear to work. When it comes to promoting company culture and offering change, what can employees do?
1. Change Starts With the Employees
The Harvard Business Review wrote a very interesting piece called Changing Company Culture Requires a Movement, Not a Mandate and offers advice by saying: “But culture change can’t be achieved through top-down mandate. It lives in the collective hearts and habits of people and their shared perception of “how things are done around here.” Someone with authority can demand compliance, but they can’t dictate optimism, trust, conviction, or creativity.” With that being said, it comes within the people who work hard and want the company to succeed. Without culture and the appropriate dynamics, there will be no teamwork or relationships formed within the company itself.
2. Pay Attention to Who You Hire
Inclusivity and diversity are the two biggest things that a company should focus on when growing the culture. Hiring people who have diverse backgrounds, a respectable portfolio, and people who can bring just more than their work experience to the company for the most valuable people you can hire. Without that, the company will not grow. If all of the upper management is like-minded people, that is another issue at hand. You want diverse thinkers, extensive backgrounds, life experiences and so on. It shouldn’t just be about how long they have worked with another company. As much as experience is important, you need people who will flourish the company in their own ways.
3. Leaders Must Take Initiative
Leaders are responsible for upholding the culture as much as the entire company. If they are not upholding a good example for the company then the culture will not stay, it will simply go back to how it was. Developing culture within the company can be difficult if there was none to start with; however, it is possible to develop it. It takes time, patience, and dedication with the entire company’s support to make the change. What matters is that the company begins to change and the culture will follow.