Online, you can find dozens of articles talking about the importance of corporate culture, how you can nourish it, and what steps you need to take in order to build a good culture in your own company.
Unfortunately, company culture isn’t always a KPI you can measure — it’s more of an atmosphere or a group perception rather than a variable that can be measured with a survey or software. Companies that lean into their own employees and work with them to develop a shared atmosphere and belief system often have the most enjoyable and supportive workplaces.
The Easiest Way to Build Company Culture
You will see many companies who have nailed the “we have culture” aesthetic. They have a cool-looking logo, color-coordinated themes for apps, stellar social media profiles, and of course, a memorable mission statement or slogan. While these things look great to outsiders, it’s not necessarily a sign of a nurturing culture; more so, it’s a sign that their marketing team is doing a good job.
In order to create a culture in a company, you first need good communication between all the employees, from senior management to the people in entry-level positions. Culture should be something that connects all the employees within a company and gives them a way to identify with each other. This is particularly true for the current state of the world, as we see many organizations switching to a hybrid or remote workplace model, which means a more decentralized workforce.
Focus on Things that Matter
Instead of spending thousands of dollars on making an organization seem like it has a good culture, invest that money into effective software and activities that will enable your employees to find their common characteristics and communicate better.
For example, you can create fun monthly meetups that allow team members to connect in a semi-non-work capacity and discuss different aspects of company culture. Paying attention to people’s opinions and taking action to make an organization a better place to work is the cornerstone of culture. Additionally, you can invest in software to ensure that employees have the best possible means of communication, no matter who they are or how they work.
In Conclusion
Leaders should always remember that culture is about communication first. If you lack good communication within your organization, the nice-sounding slogan and surface-level displays of culture won’t contribute to making it any better.
Investing in team activities and useful collaborative software will help employees connect and give you insight into what culture means to them.
