The creation of corporate culture usually comes from the top down. It comes from the CEOs and the top executives, the people who are responsible not only for day-t–day tasks, but the rules that govern these tasks every day. I like to use an abbreviation to define work culture in the corporate world.
SELF — Simplicity, Execution, Leadership, and Focus.
What is Culture?
It’s not something on a wall-based paper, it’s not a beautiful quote from a presentation, it’s not a marketing campaign, or not even what you believe, but it’s all you and all employees.
“Culture is how your company makes decisions when you’re not there” — Ben Horowitz
If you want to know what exactly your culture is, ask the employees who already work for you. They’ll know it for sure because they’re the ones who are coming into contact with it every single day. You could also ask one of those nervous newbies because they’re witnessing it even clearer than the ones who’ve been working there for long.
How can culture be changed?
Before we start doing anything, I want to start by asking first, “Why would you want to change?
Asking for the reason to change the culture will help us figure out how to do it. If we see the root cause of the problem, it can be solved easily.
Don’t try to fix it if it ain’t broken
If a culture exists, it indicates identity and doesn’t contradict the corporate strategy. That’s good. Don’t change. Don’t try to fix something that isn’t broken.
Create rigid rules
Create a rule that is remembered. Make sure your rules are logically and ethically correct so that people do not question them.
Incorporate outside leadership
Perhaps the culture we want is far from where it should be. Instead of taking the organization to that point on our own, let the expert guide your organization there with efficiency and save your precious resources for something more important.
Walk the talk
You have to follow what you say. If there’s a culture you can’t follow yourself, don’t bring it in. Your employees will see you as an idol and do what you do. Make sure you put your money where your mouth is and walk the talk.
Make ethics explicit
Give the right thing a definition. Do not give your employees the liberty to interpret ethics in their own way. That could mean pandemonium and chaos. Define their “right” for them and remove all confusion.
Creating a culture doesn’t have to be perfect in the first place. Don’t sit down and argue about what it’s going to be like. Stay focused on what everyone wants and make that the norm. Do not let outside influence dictate who you should be.
The goal of creating culture is just to give employees better. Culture is not the rules that everyone has to follow; it is the rules that everyone wants to.
Culture is to a company as nutrition for their athletes to be better.