Successful companies often find that, as they grow and expand, their culture begins to change. Sometimes the changes are subtle; other times, they’re drastic. Regardless of whether you’re growing rapidly or just getting started, protecting your company culture through change and growth is vital to your long-term success. Here’s why it’s important to make sure your culture remains consistent, even when you’re experiencing many other changes in your business and outside of it.
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What Is a Company Culture?
Company culture is the set of behaviors, attitudes, and values shared among employees. It’s how employees interact with each other, support one another, and get the job done. It can be a powerful catalyst for innovation when it’s strong. But it can also feel like a burden when it’s threatened by change or growth.
A good example of this tension is illustrated in an old TV show called The Office. In season two, there are rumors that Dunder Mifflin will merge with Sabre Corporation and be moved to Florida. The entire office starts preparing for the big move, even though there’s no guarantee they’ll go. When Jim announces that he doesn’t want to move because he wants his kids near family members in Scranton, Dwight tells him they’re not merging anymore.
How Does One Define Culture?
A culture is a system of values and ideals that shapes the way an organization approaches its mission. In other words, it’s the recipe for how people think, feel, speak, behave, and interact with one another on a day-to-day basis. But what happens when culture needs to change for your company to grow? If you’re considering making any changes to your company’s work culture or need help managing cultural change within your organization, there are a few things that you should keep in mind.
What is the Difference Between Corporate Culture, Company Values, and Core Values?
Corporate culture, company values, and core values are three different things. Corporate culture is the all-encompassing identity of a company that can be seen in how employees treat each other, how the workplace looks, or how decisions are made. Company values are what drive a business to succeed. Core values reflect why a company exists in the first place. If you’re trying to grow your company, you need to think about protecting your corporate culture through change and growth. Without it, your employees will lose faith in the future of their work.
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How Does Corporate Culture Drive Employee Engagement and Loyalty?
Corporate culture drives employee engagement and loyalty because it enables them to feel like they are a part of something bigger. When your employees have a sense of ownership over the company, they will be more motivated to work hard. For example, Google’s Employee Handbook is available for everyone on the internet. The handbook contains sections that cover everything from benefits to safety procedures to how many hours should constitute an eight-hour day. It not only shows their dedication to transparency but also their commitment to letting every single one of their employees know that they matter and that the company cares about them.
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What Are the Different Types of Organizational Cultures?
Different types of organizational cultures exist, so it’s important to take a moment and figure out what type of culture you want. Different companies need different cultures because they’re in different industries, have different missions, or serve different demographics. That being said, there are three main types of organizational cultures: task-oriented, service-oriented, and knowledge-driven. A company that is knowledge-driven values intellectual capital; one that is service-oriented values relationships with customers; and one that is task-oriented values getting the job done.
How Can We Work with Our Organizational Cultures to Facilitate Change?
To protect your company culture during periods of change, you need to work with your organizational culture. Our organization cultures will vary from company to company, but here are a few ways that can help with facilitating change:
- Spend time talking about why the culture is important and what it means to each person in the company.
- Give people time to adjust.
- Encourage people not just to accept change, but embrace it as well.
