{"id":50307,"date":"2021-06-15T10:19:53","date_gmt":"2021-06-15T14:19:53","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=50307"},"modified":"2021-09-17T11:43:34","modified_gmt":"2021-09-17T15:43:34","slug":"creating-common-company-culture","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/creating-common-company-culture\/","title":{"rendered":"Creating a Common Company Culture"},"content":{"rendered":"

Workplace culture captures who a company is and what it stands for in the world. Much has been written about the benefit of bringing company culture into the work environment. Yet, less attention is paid to developing a consistent perspective of culture. Creating company culture consensus is like growing a bountiful garden; it needs regular tending.<\/p>\n

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\nThere are many challenges in creating company culture. A big one is the lack of a single, shared view of organizational culture<\/a>. Yes, everyone working at the company believes there is a company culture. But if asked to define the culture, it’s likely that each employee might have a very different view. That disconnect can undermine the effectiveness of the workplace culture efforts.<\/p>\n

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Company culture can encourage engagement and retention, improve productivity, support innovation, and ultimately drive revenue. But it can only do that if it is working to get everyone pulling in the same direction, with the same intent, and demonstrating the same values<\/a>.<\/p>\n

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Corporate culture confusion can be resolved. Here are several suggestions to support the development and fostering of cultural consensus.<\/p>\n

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Strategies for Creating Company Culture Consensus<\/strong><\/h2>\n

While there’s no one-size-fits-all solution to building The Perfect Company Culture, a few key strategies can help to get the conversation moving in the right direction.<\/p>\n

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Recognize who is setting culture.<\/strong>
\nIn a Workforce Institute<\/a> survey, \u201ca significant number of employees\u201d didn\u2019t know who is \u201cresponsible for determining culture at their organization.\u201d While one-third of HR staff believe its their role, only 10 percent of other staffers agreed. Some 25 percent of company execs claimed cultural responsibility, but only 11 percent of HR staff and 9 percent of remaining employees agreed.<\/p>\n

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We would argue that everyone sets culture. But it is important to have a clear idea of who is responsible for creating culture, conveying it, and sustaining it.<\/p>\n

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Find your baseline.<\/strong>
\nAnyone in charge of culture change at an organization needs to first get to know where things stand. Do people in all departments believe there is a company culture? If yes, that’s a great starting point. But, how do they describe that culture? Does it gel with what the leadership envisions for the company culture? You can\u2019t know without asking employees<\/a>. You might:<\/p>\n

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