Your company culture must be the number one positive force behind your brand or else it means you are unable to shape the perception, reputation and retention numbers in your company!

Brad Feld, co-founder of startup accelerator TechStars and managing director at VC firm The Foundry Group, says that too many startups focus on hiring for competency over cultural fit. "Many people default into choosing people who have high competence but a low cultural fit," he writes. "This is a deadly mistake in a startup, as this is exactly the wrong person to hire."

A good corporate culture does not mean offering a piece of cake on your birthday or after-work drinks. Corporate culture is actually much deeper, it reaches deeper into actions and psychology of employees. A good culture makes employees feel safe and important in the work environment which results in employees staying with the company brand longer. The more your company grows, the more your employee count grows! With a healthy corporate culture, you can retain all employees. Remember- A day without employees, is a loss of work and a loss of many clients.

4 Keys to create a healthy corporate culture

1. Hire for skill and culture fit.

Turnover in organisations are expensive, it is important that companies do everything they can from the front end ensuring they will be bringing the right talent into their organisations. Top organisations not only asses skills but also candidates natural synergy with the organisations culture Moreover, top organisations generally hire a less skilled employee if they seem to have a strong culture fit because skills can be trained but culture cannot be trained.

2. Transparency

Creating transparency is when all employees are given the opportunity to give feedbacks or inquire questions allowing them to clear their doubts. Moreover, they will be updated on what is happening in the organisation. This makes them motivated as well.

3. Value employees opinions

Employees must be encouraged to feel free to share ideas and give feedbacks. Top managers must give them opportunities to share their opinion as it would make employees feel important and valued. It would be great if any employee’s idea is taken to use, that particular employee should be awarded and recognised.

4. Demand Accountability

Make accountability part of your culture, through strong communication and follow-ups. Make it convenient to communicate by using Enterprise social network platforms. If employees are not being innovative or trying out something new, it shows that the culture is not effectively built. Their interests and needs will change as the company grows. It would be best if you take time to re-evaluate the motivation factors.

These are the top four keys that would thrive organisations. You must always remember, employees are the biggest asset for your organisation, so you will have to make sure you are putting an effort to retain your employees. Every successful organisation starts with a great culture!

From India, New Delhi

Thanks for your sharing. I'd like to contribute some more ideas:

Creating a happy corporate culture is pretty simple and includes very humble cost (if any). There are many ways to create a positive working environment. Below ways can turn your workplace into a happy culture in a matter of months.

1. Get to know your employees

First, you should pay attention to your employees’ lives. Acknowledge the important events, and inquire after their families. Workers often love to know their boss care about them not just the work setting. Another good way to let your staff know how they mean to you is celebrating their birthdays and show your sincere involvement in that party.

Next, treat each of your employees as an individual. This may be hard for someone because they don’t feel they have enough time to get to know each and every person, especially if the company has large labor size. If then try to know as many as possible. You can learn and memorize what each one did for fun and talk about it next time you meet him/ her. You can also go on daily walking meetings, which would help you get to know different preferences of staff on your team.

Learn about your employee's preferences and talk about it next time you meet him/ her.

This also helps you define your staff’s strengths and weaknesses. When there arises a problem, you will let a worker know what he/ she has done wrong without being disrespectful or rude, offer constructive criticism and recognize what he/ she does well. Workers often need a bit more encouragement than usual following criticism. Some compliments and some joke may work here.

2. Show that you trust them enough to undertake big responsibilities

You can give your employees chances to learn and accept challenges. Giving such chances show your workers that you trust in their abilities. Your staff can get bored with continuously doing the same work, and they will leave if keeping bored for too long. To motivate and secure them, you can keep your employees challenged and acknowledge their talents.

Also, developing an open-door policy will let your employees know you pay attention to their concerns and you don’t hesitate to discuss with them about their career goals. That way lets your team know they can confide in you and you will keep their confidentiality.

3. Clarify what your enterprise stands for

Employees are often more engaged in their work if they feel their team is working for a common goal. Then to help your workers feel they are working for a common goal, not only a paycheck, express your devotion to the company’s core values.

Be transparent with all of your employees by keeping them informed of important events that may influence the enterprise as a whole. Not all, give credit to the whole team when success is gained. Commonly, other people contribute a part to an individual’s success. Say such things as, “Marry managed to attain this success, and I am sure she’d agree with me when I sincerely thank the entire team for their contribution to making this success possible.”

There will sure be times workers have to work long hours. Don’t forget to acknowledge that and ensure you give such small tokens as gift cards to show your appreciation. For another option, let your employees out early on a Friday.

When your staff feel they are part of a team, they will be more likely to contribute or support projects that might be outside of their particular job duties. Just remember that great ideas can come from anyone. Be willing to listen to ideas from anyone in your company. Empower your workers and foster their self-confidence. Encourage them to attempt new work methods and permit them to have autonomy.

Make your employees feel they are part of team, working for a common goal.

Creating and maintaining a happy corporate culture can positively impact the business profits. According to the Shawn Achor’s book – ‘The Happiness Advantage: 7 Principles of Positive Psychology that Fuel Success and Performance at Work’, the author reviewed 10 years of study on the topic to find out that having happy workers boosted productivity by 32%, raised sales by 37% and improved work accuracy by 19% averagely.

If you can rock the combination of good services-products, happy staff and a motivating cultural environment, you will see better productivity, improved profits, much like many companies have in their business.

For those interested in greater ideas:

What You Can Learn from 10 Best Organizational Culture Examples? (Part 1)

What You Can Learn from 10 Best Organizational Culture Examples? (Part 2)

From Vietnam, Hanoi

Have an inverted pyramid structure which encourages dedication, service and a supportive environment.
Have respect for your employee and build trust and mutual faith.
Hire people who suit and fit your company culture.
Remember that no company can build a coherent culture without people who either share and believe in its core values or have the willingness and ability to whole heartedly adopt those values. That’s why the greatest firms in the world also have some of the most stringent recruitment policies and procedures.

From India, Pune

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