Ever heard people say, “It is just the way things are done around here”? Defining and setting organisation or team culture can be complicated, yet incredibly rewarding.
Due to technology and other factors, the world has become smaller. It is easier to conduct business across continents than ever before. In this highly competitive and global market, companies no longer compete on product, service or price, but on their people and their own unique culture. What sets you apart is just that….your culture. It is not necessarily about the products or service you sell, but how you and your team go about delivering your service.
Cultural capital could therefore be your point of difference. It should underpin everything you do and drive the behaviours that you would like to see within your organisation.
It is critical to assess culture fit during assessment and interview stage, before hiring new employees, as they will bring their own behaviours and values with them into the organisation. A level of complexity exists when you introduce contingent workers into your workforce. Another challenge is introducing a culture that is agile enough to work effectively within a changing environment.
What is culture? Culture is the way people work, the observable behaviours, which tells us what is important to an organisation. In order to measure your culture capital, you need to understand your level of cultural entropy first. These are the potential limiting values that exists within your business that could be destructive and counterproductive. Examples of these are conflict amongst team members and frustration that exists within the workplace. This in itself can have an enormous negative impact on your culture.
But, why is culture so important?
It improves productivity
It increases employee engagement
It increases your ability to attract and retain key staff
It enhances internal cohesion
It has a positive impact on your bottom-line
The senior leaders of your organisation must drive culture transformation. As a leader, you have to align your thinking, values, behaviour and beliefs to influence the desired culture. This will help you to bring your employees on the journey with you.
“Letting the wrong people hang around is unfair to all the right people, as they inevitably find themselves compensating for the inadequacies of the wrong people. Worse, it can drive away the best people. Strong performers are intrinsically motivated by performance, and when they see their efforts impeded by carrying extra weight, they eventually become frustrated” Author, Jim Collins, Good to Great: Why some companies make the leap and others don’t.
Premier HR can support your business with culture transformation – speak to us about our programs.
Adele Heraty, Barrett Values Centre Culture Assessor, Premier HR
Check out Adele’s CircleSource profile HERE