A company’s culture is like its personality or its soul – it’s an intangible set of unwritten norms and rules that guide how people behave and treat one another. Finding a culture that fits your values and personality isn’t as easy as it should be. But to me, culture is more important than anything else when considering companies to work for – more than money, benefits, bonuses, or other perks. I want to work somewhere that supports and helps me grow and professes a set of values, and demonstrates them. Let’s explore this thing called culture.
What is culture, anyway?
I don’t think you will ever find one single definition of what culture is, but according to my go-to resource for definitions, it is:
“The quality in a person or society that arises from a concern for what is regarded as excellent in arts, letters, manners, scholarly pursuits, etc.”
– Dictionary.com
Hmm… that doesn’t make a ton of sense to me. So, let’s try this again. According to Inc.com, corporate culture refers to:
“The shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature.”
– Inc.com
That’s more like what I had in mind. As a consultant, I have worked with dozens of companies and their unique cultures. When I start a new gig, I can quickly discern what the organization values, which informs my opinion of whether I would choose to work at the company in the future (should I ever decide to leave consulting).
Cultures can be positive or negative, punishing or rewarding, encouraging or soul-draining – some are even downright toxic. The companies that succeed in business recognize the importance of culture, heavily invest in it, and cultivate it intentionally.
Be intentional about it
Culture is one of the most difficult aspects of a company to change once established; if you’re not intentional about it, chances are that it will become something no one intended. Cultures can come about naturally, evolving from the core roots of the firm’s founders (good or bad). Or it can be intentionally structured around a defined set of values. I suggest doing the latter.
Invest in it
If culture is worth tending to, it’s worth investing in. Organizations that are intentional about creating their culture will put their money where their mouth is. It’s not enough to slap up some aspirational ideas of what you want your company to be – you must model the behavior and norms you want to see if you’re going to instill a sense of your values that sticks. Creating a supportive culture isn’t easy or inexpensive, but it is worth it.
Create Culture Clubs
Part of being employed with a company is having a sense of belonging. For each of your values, give your employees an avenue to reward others when they demonstrate your values. Create a club that recognizes your firm’s values. Hold sessions that focus on each ideal and what it means. Bring in guest speakers, hold events, and highlight individuals who expressly live your beliefs.
Focus on Real values
It bears repeating that it’s not enough to just come up with a list of words you aspire your organization to embody. The values must be rooted in what is real – and what matters in the day-to-day running of your operation. In other words, don’t pick values that don’t reflect your reality. Yes, it’s good to have aspirations, but they also need to be rooted in your employees’ actual behaviors and attitudes.
Turn your Camera on
Yup. I said it. If you’re working remotely and haven’t turned your camera on in the last two years during the pandemic, you might want to consider whether to stay with your firm. If your company wasn’t already using video for remote meetings, most companies quickly started using it to improve communication and reduce distribution isolation. Showing yourself on the camera allows others to see your facial expressions and body language, through which a lot more is communicated than the words coming out of your mouth.
Genuine work/life balance
The concept of “work/life balance” is always a hot topic of debate. I believe Americans are high on the list of cultures that tend to overwork themselves. We all know this leads to burnout and a lack of satisfaction with the quality of one’s life. Companies can’t just espouse that they support work/life balance – they must genuinely provide it. Providing balance means being flexible with people’s schedules, accommodating others, and giving employees the ability to say “no” when their plate is full. Insisting that people work more than 40 hours a week in the modern world is absurd, and studies have shown it won’t make anyone more productive (in fact, people will become less efficient and start making more mistakes).
Be transparent
Another crucial aspect of a healthy culture is transparency. No one wants to be the last to know something or be left in the dark. If you want people to get behind your organization’s vision, you need to let them be a part of delivering the vision – bring them along for the ride. I have been extremely fortunate throughout my career – most companies I have worked for have demonstrated this trait, but not all of them do.
Allow people to experiment
People naturally fear failure, but they should be encouraged to try new things because that’s how we learn. The most creative and innovative solutions are born from experimenting – trying different things to see what works and what doesn’t. If your employees fear getting punished or fired because they tried something new that didn’t work, you’ll have a timid workforce that won’t excel.
Prevent cliques
We’re not in high school as adult professionals – we are grown adults who should know better than to form the “in” and “out” crowds. Most companies are all about diversity and inclusion these days, but just like everything else on this list, it can’t just be talk. Break down the silos and encourage people to get to know others outside of their team or business unit. Allow people to move around your company in different areas and positions – they will learn more and become more valuable to your organization.
Care
Lastly, care for your employees. No company succeeds without its people – and I would argue that they are your most valuable asset. By caring, you demonstrate that it’s not just about profit – it’s also about providing an “employment destination” where people want to work. Treat your employees with the respect they need and deserve and assist them when they need help. Please support them in their work and also their personal lives.
Final Thoughts
As I said at the beginning of this blog – culture is a top consideration for me when looking at employment options. Next to having a bad boss, a poor culture is another top reason people opt to leave their employers. If your company behaves oppositely from this list, look for other opportunities; find an organization that offers a positive and supportive environment to nurture and grow your career.
If you missed the previous blogs in this series, check them out:
- Innovative Employee Incentives in the age of COVID
- Incentive #1: Work Environment
- Incentive #2: Workspace & Tools
- Incentive #3: Work Schedule
- Incentive #4: Health & Wellness
- Incentive #5: Professional Development
- Incentive #6: Time Off
- Incentive #7: Insurance
- Incentive #8: Career Growth
- Incentive #9: Financial
Now, it’s your turn! What does the word “culture” in a corporate context mean to you? Are there other aspects of culture I missed? Let me know in the comments below!