Create an organizational culture within companies it is a matter of intelligence. It’s strategic. Stop and think: how much time do we spend in our life dedicated to activities in the work routine? Enough, right? So why don’t companies create mechanisms to ensure the constant engagement and motivation of their employees? Are there goals to be met, objectives to be achieved and how can you get there? The organizational culture exists to bring these answers. But, if employees live for work, work long hours and in environments that are not the best, how can we ensure that the above missions will be fulfilled? Or, better: what will be the quality of delivery of these results? Therefore, understanding what organizational culture is and how to create it is essential for the success of any business. It is also fundamental for talent retention. Without it, turnover in your company will be high and consequently there will be losses. We’ll talk about that from now on in this article. After you read it, we hope it becomes clearer how to create that culture within your business – and that they thrive from there. Come on? Good reading!
Let’s go in parts: what is organizational culture?
We can understand the concept of organizational culture as the set of factors that are present in the routine of any company. This includes practices, behaviors, values, principles, actions, habits, policies, among so many things that determine how the routine should unfold. It’s difficult to define with one word just because it’s something much broader and also encompassing. But keep in mind that it needs to exist to strengthen employee engagement with where they work. It’s the crux. Through a strong organizational culture that the leader can stand out. But not because of the fear he generates in his followers, but because of the example he sets and the conviction he passes on to people that what he proposed is something valid. When we think about a sales routine this is totally true. If the culture is not strong, leadership is simply ineffective. That’s why they need to walk side by side. One supports the other. When she’s strong, people feel strong. And when people feel strong, there’s no reason for them to leave where they are. But, the starting point of this doesn’t hold up, well, then problems will start to show up. And you need to be aware of them so they don’t harm your business further.
How is your company’s organizational culture today?
The signs are clear most of the time – the problem is refusing to believe them. Or worse: seeing them and simply not understanding, not associating that problem X, Y or Z has to do with a weak or even non-existent organizational culture. She may be doing harm to her employees. And that’s bad for your business. Even if the company is selling well and expanding its business, internally things may not be going the right way. This is not something that can be overlooked. Therefore, be aware of some factors that may be harming your company. Such as:
- High employee turnover, with many resignations;
- Difficulty in replenishing talents for not offering benefits at the height of those being targeted;
- Physically bad workplace, which compromises the performance of activities and also the health of employees;
- Extremely competitive and harmful environment;
- Meetings for billing only, and never for positive feedback ;
- Lack of clear mission, vision and values for everyone – including managers;
- Absence of a pattern of behavior in companies that opened new units;
- Between others.
It may take time for the culture to improve. But the gains are worth it. Calculate how many hours you or other employees need to spend teaching new professionals who join because of high turnover? Put it at the tip of your pencil: is it cheaper to organize the organizational culture or “waste” the hours of your professionals?
How to improve organizational culture in companies?
The market is competitive not only for companies to be able to sell more and better. It is also to get the most qualified professionals. However, in order to attract him, it is necessary to initially organize the company’s culture. Also because professionals communicate with each other. It is no use, therefore, offering a large salary to a certain professional if he, when looking for a reference of how the company is, receives negative advice. Therefore, it is necessary to create a strong organizational culture in companies. But how to do this? We have separated some tips for you to put into practice. Check out:
Have a well-defined mission, vision and values
Let’s start with the basics. It’s no use just putting it on the website, in the institutional tab. Mission, vision and values need to be defined and put into practice – otherwise they won’t mean anything to those who work there. Print and paste on the company wall for everyone to understand and put into practice. The agile methodology teaches how. In this way, engage and show employees the essence of the company. Make it clear so that everyone can work with real pillars and have a real feeling of belonging to the organization. This engages.
Be transparent and let the communication flow
The performance evaluation must be clear, fair and occur regularly. It’s no use bringing people together when some result isn’t good. Everyone will be clear that communication only occurs for demands – and this is a strong factor to end motivation. When we talk about sales this is very common. With unmet goals the demands come. But the truth is, this is totally counterproductive. The construction of an organizational culture needs to happen together to make sense to whoever is in the company. That’s why communication needs to flow at all times.
Don’t neglect people management
People management cannot wait. In small companies or even startups, everything happens all the time, doesn’t it? And it probably doesn’t have a person designated solely to deal with the employees on a daily basis. This, however, comes at a price. The retaining talent will be totally impaired. People will feel this and little by little will look for other opportunities. It is necessary to create some mechanisms to engage people. Clear communication is one of the points. End marketing is another. In addition to showing what is happening, it brings a more relaxed way of making people recognize themselves within the company. Another point: show that your living room door is always open. It’s no use having your body present if employees don’t feel safe or even “authorized” to come and talk to you. Make that clear.
Lead by example
“Words convince, but they are the examples that drag”. You’ve probably heard that motivational phrase, haven’t you? In a parent-child relationship this makes perfect sense to you from the start. Why then in the management of your company this is not clear? These are the actions that will make a CEO, for example, respected. If we think about the business process, a sales leader you need to be disciplined in what you do and always be clear and honest so that your team members are too. If that doesn’t happen, with what authority will he be able to demand something from his team? Examples are in everyday life and in small things. In large situations, due to the degree of complexity and importance, it is easier to act assertively and calmly, isn’t it? The degree of attention is greater. But it’s the small actions that make all the difference. How the relationship with the customer occurs, how you organize your sales routine, how to deal with small objections, among others.
The organizational culture when hiring
With a well-structured organizational culture, the time has come to choose the employee who fits in and makes sense to her. It is not only necessary that managers are its guardians. All employees need to have it very alive and active in order to be able to transmit it quickly to whoever arrives at the company. Within this need, the selection process needs to take place within these parameters. And this demands greater care and greater selectivity. This is not the time for laziness. There are no mistakes here. Of course, it will not always be possible to get it right. But finding the professional profile that fits the culture reduces this margin. But this will only be possible when everyone involved in the selection process has already absorbed this organizational culture. When it is so clear that it is easy to convey it from the first contact with prospected candidates.
6 questions to recruit better
To reduce the chance of making a mistake when choosing a professional, we have separated 6 questions that should be asked during the interview – but you can add as many as you think necessary. The intention here is to find someone who doesn’t feel so much the impact of the change of company. More than that, that can add to the existing culture, improving it.
- What kind of organizational culture do you believe in?
- What values do you see as essential for a company?
- How do you see yourself being part of the company?
- How do you think you can contribute to the company being better as a whole?
- How do you see the company today?
- From your experiences, what do you highlight as the main thing that a company needs to have? And what can’t you have?
With this text and these questions, we hope you have understood that organizational culture is the company’s identity. She is unique and needs to be clear.
So, how can we help you?
Enjoy and read two articles that may be useful for you and your organization. The first talks about setting realistic goals and objectives and pursuing them on a daily basis. The second talks about how to build a successful mindset within companies.