Tmerno
Currently, this is a very talked about topic in the business world, both by company directors and employees. Having an organizational culture is very important for growth in the market, after all, it is through it that the mission, vision, values and even objectives are expressed. It is extremely important for employee motivation and alignment with the organization’s goals.
Some still have a retrograde thought that an employee’s greatest motivation is salary. It is true that for past generations it could be, but today the thinking and practice are different. It’s not enough to have a great salary, you need to have a quality of life , inside and outside of work. And that is precisely why companies are investing in creating a strong organizational culture. This way, your employees are always motivated, satisfied and engaged with the institution in which they work.
What is Organizational Culture?
To create a strong organizational culture in a company, it is necessary to define its main pillars. Organizational culture is the basis for employee motivation and company growth. In other words, habits, values, behaviors and beliefs are passed on through it, not forgetting ethical and moral values along with the company’s internal and external policies. It’s the company’s identity, the way it does things, what it believes.
With organizational culture, it is possible to guide success paths, show employees the company’s objectives, so that they wear the shirt and always offer the best to customers. Of course, the greatest value obtained from a strong and well-defined culture is the alignment of employees, but this can also impact the loyalty and satisfaction of customers who also identify with that particular model, which has consequences even on profits. from the company.
How important is Culture to the company?
A company with well-defined values tends to be stronger and more successful than a disorganized one. And for definitions to be clear, it is up to leaders to share with their teams everything that influences growth. Well-directed leadership can positively impact its employees and, as a consequence, influence their behavior, bringing motivation, increased productivity and good communication and group harmony.
Hiring added to Company Culture
The moment of hiring is very important for the company. It is at this moment that new collaborators are met, those who will help build the history of the business. This is also why it is important for the interviewee to know the company’s organizational culture.
This way he will know if he really fits for that vacancy and more precisely for that company. If the culture is being conveyed clearly, it is up to the candidate to also make an assessment and understand whether his profile would adapt to that model presented.
After all, the company’s culture must be practiced by all employees, maintaining beliefs, a set of ideas and common practices. Making employees believe in the brand, product or service being sold is a great reason for creating and structuring the company’s culture.
Examples of widely practiced pillars:
1. Share Knowledge
It’s possible? Yes of course. From the moment a leader shares the objectives, goals and expected results with his team, he is sharing his knowledge regarding the projects outlined for that particular period, be it short or long term.
And that’s not all, sharing productive ideas, courses, lectures, incentives for growth, both personal and professional, has also increasingly become part of the culture of several companies. After all, every leader wants to have an enlightened, objective, engaged and very well-informed team.
2. Freedom of ideas
When we talk about freedom of ideas, it doesn’t just mean asking the employee’s opinion; It means writing it down, analyzing it and, perhaps, at the right time, even adopting it and putting it into practice. A team’s brainstorming moment can be of great relevance. Even because it is the employees who live their day to day dealing with different situations. Also because of this, they will clearly know what needs to be modified to improve processes and everyone’s performance.
Nowadays, an employee or a team is not only satisfied with a salary increase, but also with recognition for their efforts through meritocracy, for example. The fact that he has exposed an idea in a given meeting and after a certain time sees it being put into practice, makes him motivated and becomes more engaged every day. He becomes grateful and enjoys contributing in a different way to the company’s growth. And why not make this practice an organizational culture? This is what many companies have done.
3. Diversity
Many companies are implementing this concept very vehemently nowadays. Of course, like the other characteristics, it needs to be a company identity, it needs to be something the company believes in. They believe that multiplicity among employees is of great value for business growth. Minds coming from different cultures and different experiences bring greater possibilities for ideas.
Conclusion
Having a strong organizational culture is an extremely important pillar for the company. It is not enough to have spaces and moments of relaxation. It means having a good structure with transparency in information and especially in planning to achieve objectives. This requires a lot of attention and care when hiring. Being aware that new hires or dismissals can impact the team’s performance.
