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Academic studies describe organisational culture as a set of social norms and value systems, an appropriate organisational climate or behavioural requirements. By definition, it should concern the views, beliefs, expectations and norms shared by all company employees.
Key principles guiding organisations
Every company has somewhat different values, views and goals. Yet some rules can and even should apply in all businesses. Crucial is establishing an internal value system followed by management and employees at every level of the company's hierarchy. These values form the basis of company operations. Naming and openly stating them guides employees on how to behave and think in line with the company's vision. The ideals should be universal and consistent with most members' worldview. They may call for mutual respect, professionalism, support for clients' interests and acting in their best interests. There is no need to strain the imagination when creating such a timeless value system. Its slogans should be universal, authentic and, above all, usable in everyday company life. There is no need to seek unusual solutions departing from generally accepted norms.
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How do you create a strong, timeless and universal vision?
Mission, vision and organisational culture expressed through these values form the core of every company or institution. They provide a basis for defining values and objectives. Particular attention should be paid to putting the mission into words and writing an appropriate vision statement. An apt and sincere definition can guide not only employees but perhaps external firms, partners, suppliers and clients as well. Organisational culture appears in areas including:● creating and writing the company's mission and vision based on timeless values,● turning words into actions throughout operations,● assembling the right staff to implement the mission,● creating a narrative and maintaining consistency in internal and external communications,● arranging the workplace appropriately.
“Actions speak louder than words” applies in professional and private life. Values associated with the company's vision and mission, formulated by its managers, should therefore be reflected in daily activities, including hiring, dismissing and promoting employees.
Assembling the team
Selecting the right people is always part of organisational culture. Turning values into action requires authentic personalities who share them or can readily embrace the vision. Beyond checking experience and qualifications, recruitment should test whether a candidate fits the company's culture. Good recruiters have well-developed interpersonal skills, such as communication, openness, empathy and relationship building. Recruitment involves interacting with people, conducting many interviews and assessing their qualities for the organisation.
Creating a narrative for every occasion
Every company has a story: the impulse behind its founding, the stages of its development and the factors that drove growth. Sometimes that story has ups and downs. It is worth skillfully turning it into a narrative that becomes an important, original part of the company's image. To increase its impact and engage readers' emotions, one can tell a story with a protagonist, a problem and a lesson. This style creates an interesting narrative and genuinely engages readers. Organisational culture is visible from a candidate's first encounter at an interview, so let us return to recruitment. For the future employee, it begins a process of assessment and selection. How should an interview start? First, the recruiter briefly explains what the company does, its goals and why it seeks a new employee. It is worth mentioning the most important duties they would assume and the company's culture from the outset.Arranging the workplace and shared spaces
The final, but no less important, factor shaping culture is the arrangement of reception, meeting rooms, offices and social spaces. Suitable architectural planning, such as an open-plan office, can improve relationships and productivity. Besides layout, aesthetics and the address of the company headquarters also matter.
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Summary
Principles of a good organisational culture
Managing a company involves allocating financial and human resources. These and many other activities help achieve better financial results. Organisational culture also matters greatly to that objective. There are many direct and indirect reasons to nurture it: integrating employees, understanding the mission and strategy, establishing consistent measures and evaluation criteria, developing a shared language and conceptual framework, and avoiding conflict and negative emotions.
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