How to Create the Right Corporate Culture

First off, there is no one, single “right” organizational culture. Company cultures should be 100% aligned with the business and talent strategies in a way that makes sense.  Just the way individual personalities reflect the background and natural characteristics of each person, corporate cultures often reflect their leaders.  Even in the same general industry, most organizations choose to do things differently. This helps define them and set them apart. 

Remember the old “HP Way”? Hewlett and Packard had established a way of doing business that became known throughout the world as a standard few could meet. Employees were respected for their work ethic, their innovation, their integrity. HP leaders understood that to earn their workers’ loyalty, employees needed to feel their contribution was valued.  And it was! Hewlett-Packard offered job security, profit sharing, and many benefits such as scholarships for the children of employees. This was a new type of corporate culture that created a performance advantage. 

At the time, HP’s culture was often compared to the culture of its significant competitor, IBM. The company initials were known colloquially as I’ve Been Moved, a reference to a culture where employees had little say in their own futures. They were treated more as pawns than family members. 

Which corporate culture would you prefer to be a part of? Which do you think fostered an environment where employees were happily engaged? And this is the point of it all. We know from our years working with clients in the field of employee engagement training, that the right culture with the right talent fosters engaged workers who are committed to doing their best for the organization and who have a greater probability of staying put.

As a corporate leader, you play a critical role in creating the organizational culture that is the “just right” blend of flavors, as the chef above would say, for your company. No one but you and your team and the talent you hire can define the “right” culture for your organization. But here are a few basic points to consider as you design what will work best for your specific company.

1. Size
Small companies can do well with flat organizational structures but large companies are apt to function more effectively with clear processes and a more hierarchical structure.

2. Industry
Is your industry one that depends on risk-taking and innovation or one whose success relies more on standard business practices and a conservative approach?

3. Strategy
Think through both your short- and long-term strategic goals. Your culture must align with the strategies you are working to implement.  If you are in a high growth phase for instance, you and your work force must be prepared to onboard new employees quickly and effectively. You will need a focus on teamwork and collaboration.

4. Workforce
Check in with your employees to find out their ideal culture. Together you can fashion the culture that is “right” for you, for them, and for the business.

Learn more at: http://www.lsaglobal.com/leading-for-employee-engagement/