Company culture is a great buzzword that circulates around the business world. It is one of the real intangible elements that can be hard to pinpoint what it means, where it starts and how it plays out in a work environment.
Given the fluctuations and change that will take place within an organization, who is to say what can define a strong or a weak culture? An enterprise will be comprised of a variety of different personalities and character types, so how should culture be viewed in a professional setting?
Here is a list of reasons why you should aim to have a strong company culture.
Company culture above all else can be deduced to the concept of accountability. From the very top of the business hierarchy to a president or CEO down to the assistants and interns, each and every individual must be responsible for their actions. That has to then extend to actions occurring once an infringement or error has caused the brand harm, a system of approach that tells those inside and outside the company that no one is above reproach.
The idea that decision makers can be making crucial decisions behind closed doors as secrets and deceits occur in the shadows will only deride confidence in a business. Having complete transparency where individuals outline their processes and are forced to justify their decisions helps to breakdown these barriers that will emerge over the course of time.
A strong company culture is not merely a PR exercise aimed to look good on a poster or for a short promotional video campaign. It is implemented because it will often be a key contributor to garnering more support from consumers and investors alike as staff members are empowered to carry out their role with expertise and confidence.
Motivation is rarely a requirement that needs additional focus when all members have bought in to the same goals and objectives brought about by the company at large. This is not something that can be fostered without a strong degree of authenticity from all parties.
Whilst a marketing department can be heading in one direction with client liaisons and IT teams heading in another, a dysfunctional company culture can breakdown an operation. The opposite scenario provides clarity of vision where processes are aligned from the top to bottom where each member of staff has a clear guideline to their roles and responsibilities. Much of this can be viewed tangibly with modes of communication, from meetings to one-on-one talks – all designed around a coherent outcome.