People Buy from Companies They Trust

Corporate culture permeates throughout an entire organisation. It can be your best advertisement or, if the culture and behavior are not in line with best practices and fair and competitive business operations, it can cause a company to lose its identity and focus and ultimately fail.

Committed to Customers

Shouldn’t businesses just focus on manufacturing or selling their product line? Why do they need to meld operations into business practices and push them across the entire workforce? It’s because a strong culture begets strong operations. Where they separate it can cause irreparable harm to the company.

Building a brand initially takes time and effort and then it must be maintained. It can’t just be a façade – there has to be meat behind it as well as legitimate and trustworthy actions. This trend toward corporate culture fine-tuning has increased during the last few years. Where companies are experiencing higher turnover rates it can often be attributed to either poor or completely absent (positive) corporate culture.

Workers Demand It

Workers already in and those about to enter the workforce desire a unified company and message. These elements are the foundation for a strong company culture – Employees want to buy into who they work for and what they’re selling as much as the customers the company targets.Take the biggest segment of individuals currently joining the professional world: Millennials. They look for a strong company culture in the jobs they go for and so companies that neglect the needs of one of their biggest sources of employees are bound to suffer from a lack of talent.

Constructive Corporate Culture Creation

A strong brand and a strong positive company culture, unfortunately, don’t develop overnight. They must be fostered and maintained. Not every company will or should have the same culture – it’s not that uniqueness is expected and there will always be similarities that exist between companies, but they must have an identity of their own.

  • Vision: Companies need mission statements. These overarching compelling statements at their heart guide every decision the company makes. Setting these vision or mission parameters at a top level will help direct employees to continue them down the chain.
  • Values: Embrace them. Values are merely empty words and phrases unless they are adopted by everyone within a company. A company’s mission statement is more of an idea, but values offer everyone involved clearer guidelines such as how to deal with clients, interactions colleagues, and how to manage situations. It is important that these are consistently upheld.
  • Practices: Show it, don’t Say it. Actions speak louder than words when it comes to developing a constructive corporate culture. Companies should ensure their set of values are practiced daily throughout the company, at all management levels. If certain staff is exempted from behaving in certain ways, there really is not a reason for others to continue to follow the policies.
  • People. Having the most eloquently written mission statement and strong values won’t be enough to maintain a corporate culture without people. Companies need individuals who strongly believe in what the company does and who want to be a part of the movement. They don’t just want to be controlled; rather, they want to active members of the organization who are guided by constructive principles. Developing these internal brand ambassadors for a company’s brand and values will ensure the positive culture continues to permeate throughout the company.

Is It Too Late?

Is there a deadline for developing a positive growth-promoting corporate culture? No, because the first step is realizing your company has a problem. Determine whether your mission statement is being followed through, or if the company values are embodied or simply being taken as suggestions. Is the mission statement actually clearly articulated? A vague directive yields vague action. How often do employees come into contact with the main values that should guide operations – if they are in the form of a handbook given to new hires and never referenced again, those points of advice are unlikely to be remembered later on down the line?

Lastly, corporate culture has to be indeed a culture, that lives and breathes in everything the company does. All levels, all the time must uphold it. Maintain these values and the business will be much more likely to remain competitive.

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