We started by telling you about what organizational culture is about and the challenges that follow it. We will be sharing other aspects of organizational culture today.
Elements of Organizational Culture
Purpose: Most young professionals want to be a part of solving a problem greater than themselves, so they need to understand the “why” of what they do. A strong mission statement can help a company articulate its’ “why”.
Ownership: Ownership refers to the practice of allowing people to be accountable for their results without requiring micromanagement, but giving people the autonomy on their own time to accomplish goals.
Managers can set overall expectations and allow people to build their own schedules around their projects. But how do you keep people engaged with a sense of purpose? Well, you do that through the third element: community.
Community: This is that sense of belonging to a group of people that shares similar principles, goals, and values. A community is a place where there is camaraderie and building community can be as simple as hosting company events, designating specific hangout times, and even planning team trips.
Effective Communication: Effective communication which sounds like a necessity in most organization is not such a common practice. It means ensuring consistency in processes and investing time to learn the personalities and communication dynamics of team members.
Google did a research project called Project Aristotle, where they found that the most collaborative teams are the ones where everyone speaks equally and often interacts with one another.
Within many of their teams, they count to be certain that everyone is speaking the same number of times during their meetings. How people interact in a team is just as important as who is on the team.
Effective Leadership: This is the backbone of the cultural dynamics of any organization. The leader must constantly push the mission, vision, standards, community, and processes of the company. Without effective leadership, the other four elements cannot thrive.
People want leadership with integrity and compassion, they want authenticity, people want a leader who is clear on expectations and cares about them. Research shows that most people would work for an employer who is more empathic more than the one which is about results no matters the means used in achieving it.
It all comes down to being intentional about creating a company that will not only be successful in the long-term but aslo successful.
How to Improve Organizational Culture
1. Listen to your Employees
Provide your employees with an environment to enable them to air their opinion. Research showed that:
- 75% of employees would stay longer at an organization that listens to and addresses their concerns
- 65% of employees who are actively disengaged feel this way because they cannot approach their manager with any type of question.
2. Collaborate, Don’t Isolate
Encourage collaboration between employees to reinforce the idea that you are a team. Your learning management system should be equipped with a vibrant social feed in which learners can offer support to each other, and overcome challenges together.
3. Be Transparent
Transparency with your employees is a way of building trust. Weekly updates about what is happening at a corporate level will inspire your team.
4. Follow the Leader
Organizational culture needs to be nurtured. And, culture starts at the very top of the ladder!
Leaders need to visibly demonstrate that they are in alignment with the organization’s core beliefs.
5. Provide Regular Feedback
Employees need regular feedback if they are to align their performance with your organizational culture.
Appraise the behaviour that matches your values and develop areas that need improvement. Keep on top of things with regular reporting and you’ll soon be working in collaborative teams.
6. Lay Down a Challenge
Provide challenge and opportunity for development as this allows your employees to know you are invested in them, and in turn, be loyal to your organizational culture.
7. Reward Employees
Reward employees for actions that best represent the organizational culture that you seek. A recognition culture will also reduce turnover, giving your organizational culture longevity.