Broadly speaking, it’s possible to think of organisational culture as an organisation’s personality. This culture forms around the everyday behaviours and beliefs of employees sharing the same work environment. The ways employees engage with the organisation, the values they ascribe to their actions, and their interactions with their co-workers all help define organisational culture. The core values that company leaders define and promote among their employees are also important contributing factors.
Every company will have a different culture. For example, some companies pride themselves on high levels of collaboration and a team-based working environment, while others require employees to be more independent. Some companies are more formal, requiring wearing uniforms and observing strict work hours, while others are more casual and flexible. What can’t be disputed, however, are the numerous benefits a strong company culture can bring to any organisation, no matter its nature.
Good organisational culture can improve the efficiency of a company’s operations, drive productivity, boost employee retention, and even help attract new talent. If you’re wondering how to go about creating this culture and begin reaping its benefits, just read on. We’ve compiled four of the most useful tips for improving your work culture and developing an ideal working environment for your employees.
Define and Communicate Your Core Values
A company’s core values are meant to guide everything it does, from the most mundane employee behaviours and interactions to the biggest business decisions. Developing a strong corporate culture, then, will depend in large part on thoughtfully determining your values and communicating these across your entire enterprise.
Choose values that will be relatable and applicable to each employee and company leader—that is, values that they’d naturally practice both at work and outside. Your chosen core values should also align with your long-term business goals so that they’ll continue to be relevant even years into the future. Lastly, it helps to keep company values human-centric. Think about how you’d like your employees to treat each other, your customers, and your business partners, and define this in a few words.
When outlining or revising your company’s core values, make sure your employees are involved in the process. Invite them to share their thoughts both during structured discussions and throughout their day-to-day operations. Doing so will demonstrate to them that you value their involvement and that your organisational culture is one that you’ll all work together to build.
Help Employees Connect
One sign of healthy company culture is if your employees feel comfortable connecting and communicating with one another outside of work matters. These opportunities for connection are essential even for employees in a remote working environment. Strong trust and rapport between employees will boost their motivation, improve their productivity, and make them more likely to stay with your company for the long haul.
As a leader, it’s in your best interest to prioritise fostering positive relationships among your employees. To start, consider encouraging team leaders to host group lunches or bonding sessions like game nights and movie nights, whether in-person or remotely. Just remember to observe professional boundaries during these events, and keep them inclusive. A sporting event or a happy hour might seem like a fun team outing idea to you, but it will help to first ascertain your team’s interests and comfort levels.
It’s equally important to promote interpersonal bonding through smaller, more everyday actions like making time to chat with a teammate during breaks or asking employees about themselves during one-on-one meetings. Facilitating interpersonal connections between your employees sends the message that you value them as people outside of what they contribute to your organisation.
Prioritise Transparency
Employees that feel they can trust in their senior management are more likely to be happier, more dedicated, and more motivated at work. Increasing transparency across your entire enterprise can help you establish yourself as a dependable employer and cultivate trust with your employees.
One surefire way to build trust is to make top-down communication a priority. Keep employees informed about the state of your business through company-wide email updates and regular town hall meetings. Make upper management more accessible by establishing set meeting or consultation hours and holding small group discussions on pressing issues. In a hybrid or remote workplace, you can do virtual check-ins on videoconferencing or instant messaging platforms.
Encourage Regular Feedback Sessions
Research shows that employees often actively desire both positive and constructive feedback, and many report that the annual performance reviews most companies implement simply don’t help them. Urge your managers to hold more frequent feedback sessions with their team members. If employees have timely input on their performance, they’ll be able to act on the feedback they receive immediately.
It’s equally important to ask your employees for feedback often as well. Seek input from team members whenever you introduce a new initiative, process, or protocol, and encourage them to give you their honest thoughts. This proactive inclusion will make your employees feel valued and help you ascertain that your decisions benefit the organisation as a whole.
At the heart of a successful business, you will find a motivated, and dedicated team, powered by a strong organisational culture. Strive to create a physical or virtual environment where your employees can thrive. The steps you take toward building that environment today will surely help you sustain and grow your business in the long run.
If you need help encouraging our employees to be more productive, then invest in online training through Priority Management Australia today.