Company Culture. It’s a topic that’s hard to discuss sometimes. It’s a term for everything, but can easily be turned into nothing. Together with Kerry Waananen from Try Catch we decided to dive into: “What is Company Culture?” during a series of newsletters. On this page, you’ll find a growing number of definitions to use when you talk about company culture.
Shared values, objectives, attitudes, and habits that characterize a location of work. Related to the mundane and day-to-day aspects of behavior and actions shared by the workplace community: teams, units, lunch groups, resource groups, clubs, et cetera, all contribute to the workplace culture. A company may have multiple offices and thus might have different workplace cultures linked with different locations. To examine things in a classical anthropological example: the workplace is like a village. Also known as the “micro” level.
A set of shared values, objectives, attitudes and habits that characterize an organization. How the company expresses its values and beliefs through its communication, dress-code, policies, management manners, employee, client, and customer treatment, et cetera. If the workplace is the village, then the company is the kingdom. A kingdom may have multiple villages, where remote work is a part of. Also known as the “local” level.
A set of shared values, objectives, attitudes and practices that characterize the organization of an organization. This includes generalized beliefs and behaviors, company-wide value systems, strategies, interaction, work atmosphere, and attitude. Corporate culture involves the origin of myths, symbols, phrases, logos, slogans, outcomes, and design. If we have villages and kingdoms, the corporate culture is the interpretation of the spiritual book that leads it all. Also known as the “macro” level.
Employee Net Promoter Score
By nature, company culture is tough to quantify. In our attempt to grasp it, we thought it might be a good idea to start asking employees one single question that would clarify their whole experience at an organization. “How likely are you to recommend our company as a good place to work?” If they respond positively, they are likely to attract other talented people to grow in a powerful manner.
We consider Psychological Safety as the holy mother of company culture. Like every good mother, a company should allow its people always to be their best selves. In other words: do employees feel there is room to speak up with (crazy) ideas during discussions, talk about it when they are having a hard time, and do they dare to share when there is a mistake to admit?
Purpose, Mastery, Reward
What motivates employees to perform and work passionately for a company? In short: People want to give meaning to the time they spend working, become their best self and feel rewarded. This trinity of motivations forms the core of a confident high-performance individual.
Effective teams are united around a common mission, vision and aligned goals. But what makes your team work as a whole? There are a few elements to look at when you want to create unity and a foundation for optimal results. By investigating the strengths and weaknesses of these elements in your team, you’ll determine your teams’ cohesion. The elements are: Result focus, Accountability, Responsibility, Debate and Trust.
The only way to win is to learn faster than anyone else. Is your team doing what it’s supposed to be doing? Keep track on the main aspects of a high performance collaboration: Use of expertise, Team credibility, Coordination, Psychological safety and Learning speed. Because a team doesn’t become the best because one of the members excels in his/her work – it takes a whole team’s effort.
Professional athletes keep track on their energy level to know how to train and predict overload. When we look into a Company’s Culture we use energy level to oversee personal performance, stress level and risk of burn out. For this, we look at three aspects. Physical: People who feel fit are more confident, focussed on their tasks and take effective action on their responsibilities. Rest: Getting enough sleep and waking up energized is directly related to stress level and performance during the day. Work spirit: When people wake up energized and look forward to start working, it’s a sign of a healthy drive to keep performing.
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