How do I create and foster company culture?

March 15, 2019

While top employee benefits and great pay are still important to today’s employees, something deeper is guiding their career decisions. They are looking for great company culture. Being recognized as a “Best Place to Work” can allow companies to attract and retain top talent across the nation. That’s why investing time and resources into company culture is important. It picks up where the employee handbook ends. Below we’ve outlined 3 important steps for employers to take in order to create a sustainable and effective company culture

Start with a foundation. 

Top employees are looking for a positive working environment that encourages and challenges them as individuals. Employers should note that this kind of environment doesn’t manifest on its own. Rather, it is created and nurtured on a daily basis. Developing a great place to work should start with conversations among the leadership that eventually trickle down into mid-level management and staffed employees. Those conversations should circle around the following discussion points: 

What do you want your company to be known for? 

How do you want your employees to talk about the company outside of work? 

Which characteristics do you want your workplace environmental to hold? 

– Are you open to a progressive workplace? 

These topics are important to talk about before diving into culture-building strategies. Defining your company values, beliefs, mission and purpose is an important step for all employers to take no matter the size of the company. If you’re unsure of where to start the conversation, we’re here to facilitate

Implement it.    

Establishing your strengths as a company is a crucial step for employers to take to become successful. However, communicating that effectively with your team is what transforms an average company into a great place to work. Leaders should be sure to clearly outline their values and vision with their employees. The more it’s talked about, the easier it will be to spread a sense of purpose and culture throughout the workplace. For example, if the goal is to create a culture of continuous learning, leaders may extend opportunities to their staff to attend conferences, or participate in industry-related webinars and discussions on upcoming trends. 

We’ve outline a few culture-focused tactics employers should keep top-of-mind: 

Recognize great work. If an employee has a the brilliant idea, wins the account or works late to ensure the big project is a great reflection on the company, reward that. Look for opportunities to brag on your employees in front of the team. It affirms your top performers and motivates everyone else.. Employees who don’t feel that they add value to the team or constantly question their job performance may end up leaving.

Amplify what makes your company unique. Does your industry lend itself to flexible hours, a dog-friendly workplace, casual dress, team happy hour, or collaborative seating arrangements? What fuels productivity within your industry and among your employees? Find your niche and vocalize it as part of your culture.

Focus on your employee’s well being. Stress in the workplace can lead to low quality work and high turnover rates. That’s why it’s important for the leadership to have a pulse on what their team members need. The simple idea of an employee being excited and motivated to come to their job and do it well can make all the difference in the quality of work coming out of your company.

Rich company culture fuels great work. And building a place that employees are excited to come to and perform in can be the difference between mediocre results and great work. Fostering that environment is not always easy, but if employers are willing to put in the time and effort they will end up saving money and time in the long run. 

Nurture it.  

Just as employee benefits and company perks can fluctuate, so can company culture. Frequent communication can prevent employers from falling behind and allowing their workplace to go stale. It’s important for leaders to check in with their team members often. This ensures that everyone is on the same page and any existing problems are brought to attention. Effective communication builds great relationships, and those relationships help keep a great workplace great. Employees make hundreds of decisions per day no matter their level in the company. Those decisions are guided by company culture. If an employee feels comfortable and motivated to bring new ideas or problems to their boss, they will end up producing better work and contributing to that organization for a longer time. In contrast, an employee who feels insecure about approaching their supervisors will question their work, their place at the company and their value. To prevent high turnover and build on their existing culture, employers could use employee surveys as a way to asses overall employee satisfaction regularly. Surveys can identify any gaps in the workplace that aren’t being tended to and help employers better their organization as a whole. 

Once a strong company culture is in place, employers can use it to guide hiring decisions. This helps maintain a great workplace. And if you need any assistance during that process, our team is here to step in. 

We can help.

A great company culture elevates any organization no matter the size. And we’re here to help from day one. Our team will spend time listening to your vision and goals for the company in order to craft a few company-culture building strategies unique to your organization. We’ll even help you execute them. A remarkable company culture can allow your organization to stand out in the industry and attract top talent. And we’re here to make that happen.  

At SourcePointe, we utilize our industry-experience to provide you with a multitude of customizable HR services, support, and solutions. All so your business can do one thing – more business. We’ll provide tailor-made solutions that fit your company’s needs while providing a solid return on your investment that pays off immediately – and for many years after that. 

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