How to build company culture

How to build company culture

Culture is known as the character and personality of an organization. It makes a company unique as it includes beliefs, traditions, values, interactions, attitudes, and behavior. Every organization has an idea or a vision that seeds inception and branches out into the proper structure of a company. 

Then, a culture is soon developed by the top management which is cascaded down in the organization. Human resources management makes sure culture is implemented across the organization.

According to asurvey, 94% of entrepreneurs and 88% of job seekers believe that a healthy culture is very important to a company’s success. In this article find out how to build company culture and be great at it.  

Building company culture

Building a company’s culture does not depend upon massive budgets or good financial standing. It rather requires an investment of the organization’s genuine time in working together for the well-being of employees. With the help of the following ways, an organization can build a good culture.

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Here is the basis of what building company culture means. 

Build a foundation first

Build a foundation first

When a person forms a company, building company culture is based on their own beliefs, experiences and structure.  

The vision, ideas, and values transcend the owner’s individuality. It is crucial to start with a foundation so that no matter how far the organization reaches it will always stick with the culture which was envisioned.  

Slowly and gradually this foundation will become strong. Culture will act as the first few building blocks and the rest of the pillars stand on it. These pillars will stand strong and make sure to keep everyone aligned with the goals and objectives of the company. If the foundation of the culture is not set on strong cultural values, then eventually it will weaken and ultimately break, which is damaging to the organization.

Conduct right hiring

The individuals that a company may hire impact the business and its culture. Therefore, when HR professionals are hiring, they should look for people who are not only suitable for the required skills and experience but also are a cultural fit in the organization.  

They should look for candidates who appreciate the organization’s culture and values. The candidate must also share the same goals as the companies. The interview process must have a separate set of questions that assess whether candidates fit into the culture or not. It is also not necessary they find the exact fit but a close fit to the culture will also work.

Build psychological safety

Organizations having a lack of psychological safety can be very detrimental to them. It means that employees don’t feel safe expressing their opinions and concerns. If companies are unwilling to listen to their employees, it may take their culture in a negative direction.

There is no need for organizations to wait for annual reviews instead they should actively seek their employee’s suggestions and feedback. To grow, they must listen to their criticism. Most organizations have employee teams where they can share their ideas, concerns, thoughts, and opinions. Therefore, creating psychological safety will ensure that employees align with corporate values and culture. 

Reinforce core values

The fundamental beliefs of organizations are called core values. They must draft their core value that serves as a foundation for how they approach their work and should represent who they are. Organizations must create initiatives and programs regularly to reinforce their core values to keep their culture thriving.

The most effective way to implement the core values in an organization is by following and sharing them with its employees. They should make decisions, practices, and traditions in alignment with the values and constantly recognize employees who live according to values. Reinforcement of core values will build a strong culture. 

Create Mutual Trust

Create Mutual Trust

Trust is an integral part of an employer and employee relationship.  Lack of trust can create unnecessary suspicion among employees. The more trust leaders and management display in their employees, the more likely they are to become successful.

Organizations can create mutual trust by conducting question and answer sessions where employees can interact with the top management. It is important for team members to understand why a particular decision was made and what’s happening as it helps build the team’s trust.                                                                                                              

Final thoughts

Building company culture is a process. Company culture cannot be built in a day. It requires time, dedication, and commitment. Organizations must have perseverance and strong belief in their visions along with utmost determination to accept and adapt to unwelcoming changes that may come their way. 

Similarly, when the company culture is built, the work may not end here as now the management has to make constant efforts to maintain it.