“Put aside administration and policy drafting. It’s time to focus on creating company culture, building your employment brand, and engaging your team members.”
– The team at rise.xyz
What Is A Company Culture?
A company culture is an intangible element that surrounds the workspace of a company. It’s an element that can be compared to the personality of a person. It’s what makes them different, unique, and ultimately what makes other people like, or even dislike, the person. A company culture is a set of values, beliefs, underlying assumptions, attitudes, and behaviours, almost like an unwritten handbook of being an employee of the company. This creates a family-like environment within the workplace. A company culture constantly surrounds everyone and can affect people’s work habits, how everyone interacts with one another, and their teams.
What this does is create a family-like environment within the workplace. A company culture constantly surrounds everyone and can affect people’s work habits, how everyone interacts with one another, and their happiness at work.
Now it can be tough to develop a company culture, but it first starts with the people. A company’s culture is made up of all of the life experiences each employee brings with them to work every day. Culture is especially influenced by the company’s founder, executives, and other managerial staff because of their role in decision making and strategic direction. Although it all starts with the people, the framework of a company culture lies in the company’s core mission, values, and beliefs. By communicating the company’s beliefs and training employees to align with those beliefs is essential.
The development of people and culture is a seemingly new idea amongst the HR community. It’s a more progressive approach to managing people, and there’s even a new software out there specifically designed to approach HR from a people and culture stand point. Rather than having to refer to employee numbers, files, and other administrative paperwork it gives everyone in the company a name and a personality, rather than viewing employees as human assets. The traditional ideas of HR are fading and new tools and working patterns brought by the onset of majority of the workforce are now millennials means re-evaluating and reinvigorating ideas and preconceptions of what people and culture in the workplace mean today.
The reasoning behind this is to improve employee’s well-being, and integrating them into a company to make it more seamless. What this does is give employees more attention, to make them feel valued and appreciated.
The outcomes are improved productivity, happiness, loyalty, and a lowered turnover rate. Employees are less likely to take unneeded sick days or feel stuck within a company. This also creates another screening element when looking to hire new talent. Managers can take into account if this person will fit into the company culture, which can save a lot of time when going through a pile of resumes or going through all the time and effort of training someone for them just to quit.
Developing people and culture is something that’s severely underrated, but also very powerful. It’s all about putting employees first and giving them a sense of collectiveness and empowerment, which ultimately makes for a great work environment that directly benefits the company.