iscover
Maintaining a healthy company culture should be a top consideration for any leader. While other factors may take priority during challenging times, culture should always remain a focus.
Culture extends beyond providing a happy environment for employees. The benefits can penetrate the entire organisation, creating a strong business case for building upon company culture.
“How a person feels on their commute into work and as they walk through that front door, that is the very essence of culture. I believe it’s absolutely key to the success of any organisation and how it delivers on strategy,” commented Judo Bank’s chief people and culture officer, Jessica Lantieri.
“Culture impacts every corner of a business, from performance, the cohesiveness of a team, wellbeing to innovation. It’s the difference between team members going that extra mile to ensure success or not. I think Peter Drucker said it best when he said: ‘Culture eats strategy for breakfast.’”
She continued: “Over my career, I’ve certainly experienced good and bad organisational cultures, as I’m sure many others have. I know myself that when I feel connected to an organisation’s culture and feel that I truly belong, I deliver more, I invest more of myself, and I am more productive, and I think that’s a fact for most people.”
Potential damage
Poor culture can have detrimental effects on businesses. Major slip-ups can damage a company’s branding and affect things like the attraction and retention of employees. Similarly, turnover rates may be impacted as nobody wants to work in a hostile environment.
“Your people are at the very core of your organisation’s culture. The way they act as representatives of your business; the way they speak about your organisation via the channels they have available to them; the way they promote your organisation to the external market – these things are more important than I think many appreciate. A good culture can catapult a business, and a bad one can be absolutely detrimental to the bottom line,” said Ms Lantieri
“Yes, there are consequences like low morale, low performance, flagging productivity caused by the wrong culture … but there are even more serious consequences across areas such as risk management, operational resilience and reputation that can be quite catastrophic for organisations.”
Put the right foot forward
There are clear benefits to getting the culture right, not just for your employees’ wellbeing but for overall business success.
“For me, there are three things I believe build strong cultures – having a clear purpose, investment in the team’s experience, and encouraging open communication at all levels of an organisation,” Ms Lantieri explained.
“Time and time again, studies show that people want more out of their workplace than just a ‘job’ – they want to feel like they are contributing on a greater level.”
The little things count when it comes to culture. Help keep your team feeling valued, and they will return the favour through productivity and engagement.
“I am a firm believer that it’s the little things that matter in curating the team’s experience of your culture. Investing in ‘micro’ culture initiatives is just as important as the major ones. For me, that is all about making it fun. We want people who want to be here, and when there’s nowhere else they’d rather be, it’s a no-brainer,” said Ms Lantieri.
She concluded: “Consistent active listening and feedback across all levels of your team is a must. Giving team members space to speak up and then responding to show they are heard, trusted and respected for their views is important and anchors them as owners of a business’s strategy.”
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Your organization's culture determines its personality and character. The combination of your formal and informal procedures, attitudes, and beliefs results in the experience that both your workers and consumers have. Company culture is fundamentally the way things are done at work.
Jack Campbell
Jack is the editor at HR Leader.
