How do you define something that you can’t see, hear or touch?
It may be tricky, but sometimes the intangibles are the most important things because even though they may be tough to describe, you definitely know when they’re not right or when they’re lacking all together.
That’s the case with a company’s culture—it’s essentially the personality of an organization. And it’s more important than ever as our always-on society is seeing the barriers between work and the rest of our lives diminish. Our increasingly diverse workforce also has changing expectations for their careers. Millennials, who now make up the largest share of the workforce, are particularly focused on being part of an organization that features an excellent culture and that aligns with their values. They increasingly want a company culture that focuses on diversity and brings out the best in themselves and their coworkers.
But culture isn’t something you can create overnight. Nor can it be imposed or simply announced; culture is truly organic and is developed over time with all of an organization’s employees. As HR leaders, we have an important role to play in guiding culture and helping our organizations to foster an intentional culture that leaders and employees can believe in. Maybe you’re at a start-up that’s just defining who they are, or perhaps you’re seeking change to invigorate an existing culture. Once you’re comfortable with the idea that creating an intentional culture is a long-term process, you and your teams can begin taking steps to develop the culture that’s right for your organization.
Where can you start? Try these three strategies:
Hold meetings with senior leaders early and often to help them understand the value of a culture initiative and to feel that they’re part of the evolution. These can be group sessions or one-on-one meetings, or likely a combination of both. As an intentional culture is shaped, encourage leaders to identify business goals that may be shifting with the cultural change, such as seeking new ideas rather than emphasizing profit margins in a particular quarter. That will give a new culture tangible pieces that leaders can impart to their teams.
Benefits are a major factor to your company culture. Learn how you can connect the dots and increase employee engagement with your benefits and company culture below.