Company culture is your business’ shared understanding of values, standards and behaviours that inform your organizational environment. It’s about how people interact daily and influence what it’s like to work for you.
Values are foundational principles. Your culture is how they are expressed.
Reflection questions to get you started:
You might already have unspoken guidelines, so write down your answers to solidify your values.
A positive culture sets your business’ tone (and you up for success) with boosted morale, less staff turnover and a good reputation—all of which help your business succeed.
Toxic workplace cultures contribute to stress, bad habits, disengagement and missed days.
Company culture is what attracts and retains talent. If employees understand your values, they’re more likely to feel a sense of belonging in your culture. Research has shown that happy employees are more productive.
Here are ideas to consider when constructing your culture:
Know your brand’s values. For example, do you value security more than innovation? A laidback approach more than a results-driven one? Every business should consider what values are important to demonstrate.
Common values are:
Other ideas: results, charity, quality, consistency, excellence, innovation, creativity, sustainability, courage, ambition, growth, stability, accountability, compassion, community, inclusion, competition, authenticity and simplicity.
Have first-rate compensation. How can you create an equitable compensation package that makes top talent want to work for you (and stay)? Consider your values, your budget and the market when determining your compensation package. Compensation goes beyond just a paycheque, and how you demonstrate care for your employees beyond their salary (such as benefits, paid time off, pensions or other retirement benefits, perks and more) contributes to your overall culture.
Lead by example. How do you want your employees to behave? Is everyone held to the same standard? For example, do you respond to emails and messages while on holidays and after work hours? This may be demonstrating a culture of being “always-on.” Effective leaders’ words match their actions.
Ensure psychological safety by creating an environment where employees feel empowered to take risks, make mistakes, share opinions, raise concerns and ask questions.
Create opportunities for connection. How do employees build relationships with coworkers? Maybe they regularly run into each other at your open-concept office or they might make connections via your company’s communication platform working from home. Some companies host events or gatherings where employees can connect on more of a personal or social basis.
Clearly communicate expectations. Are employees aligned with your vision? Ensure your business has a strong sense of purpose, a straightforward onboarding process and an employee handbook outlining procedures.
Recognize employees. Who doesn’t want to be appreciated? Acknowledge their hard work—it could be as simple as saying thank you or as elaborate as a company-wide incentive program.
Seek and provide feedback. Foster open communication by asking for input via touch-base meetings and anonymous surveys so you can learn what it’s like to work at your company.
A diverse team values different perspectives, which accelerates problem solving and innovation.
Ways to implement diversity initiatives:
Foster inclusion with humility and vulnerability. It’s crucial that your employees feel like they can be themselves at work.
Small businesses have close-knit, innovation-minded teams. Your company has the agility to adapt in ways that larger companies cannot. But you have limited resources to accomplish your goals.
Because your team is small, it’s imperative you hire for cultural fit (in addition to necessary skills) to avoid challenges later. How does their attitude mesh with your culture? Can you see them growing with your business?
How does your business embody your values? The answer will inform your organizational culture. Ensure it aligns with your business’ purpose, everyday employee experience, and public image and messaging.
How will you shape your culture to keep employees motivated while striving for your vision? Culture starts with you—and it’s a top-ranking factor candidates consider when job hunting.