How to Create a Strong Culture in Organization
The organizational culture is composed of the set of values, principles, norms, procedures, and behaviors shared by all the members of a company’s staff equally. Regardless of their level of management in the company’s organizational chart. Here, we will present essential actions on how to create a strong culture in organization.
The mission, vision, and objectives of the company support this set of elements which allows unifying the direction. The company must take and achieve the commitment of employees.
How to create a strong culture in organization
A strong culture is the basis of a company’s productivity. An attractive culture generates a positive work environment, which reduces stress and boredom, boosts creativity, and maintains the motivation of the work team.
Inculcating an open, positive, and attractive organizational culture for human talent is not a simple task. It requires daily attention and continuous effort. To ensure this, we will review essential actions of a high-performance culture:
Talk about the negative
The best way to overcome the problems and inconveniences that arise within an organization is to discuss it openly and focus on finding quick solutions instead of blaming each other for mistakes made or conflicts generated.
When we repeatedly mention other employees to find guilty, the rest of the team begins to think that we are not able to take responsibility for even our own decisions, which creates distrust and affects the work environment.
Communication is key to the success of the organizational culture. For example, when there are remote computers, there may be misunderstandings caused by errors, lack of information, and incomplete communication.
For this reason, it is advisable to establish a clear communication in writing and personally make small weekly meetings and organize video calls with remote teams to keep the whole group up to date with the projects.
Deliver feedback on time
When mistakes are made in the middle of work or behaviors that must be corrected are identified, it is worth letting the person involved know immediately. If not, we lose the correction value. Waiting for the results of the performance evaluations or preferring to give feedback to the entire workgroup can lengthen the errors that have already been individually identified and affect the progress of the work and the team that is doing it.
Feedback should be a regular activity. You could start doing it monthly or weekly according to the needs of each employee. It is always easier to make small corrections on the fly than massive changes in the projects.
Trust and autonomy = higher performance
Granting freedom to employees to carry out their work together with confidence in their abilities is the key to avoiding that temptation of the bosses to control and monitor each task performed by team members.
Nobody likes minute-by-minute supervision. It is advisable to deliver dedicated feedback when necessary. If you do not trust your collaborators, something is being done wrong in the selection processes, or you are not giving the real value to the capabilities of your team.
Trust is gained through people’s actions, allowing their employees to advance their work freely, and you will know which of them can deliver the best results. Trust your skills and your intentions. They will respond.
Organizational culture is one of those aspects that is sometimes neglected in companies, but there are always times when we realize how necessary it is to build and maintain it.
Take action to improve your culture right now. You will see the reduction in your labor turnover rates, the increase in the commitment of your employees and the increase in the productivity and competitiveness of your workforce.
