“Always treat your employees exactly as you want them to treat your best customers.” - Stephen R. Covey Company Culture — what is it really? Does it matter? To put it simply, it is the foundation the company operates on, so yes, yes it does. A company’s culture can make or break the organization. It tells so much about what your organization values, the path you’re on, the goals you care about, and what you’re willing to enforce to get there. So in essence, it embodies the daily work experience of its employees. It is one of the few things, if not the only thing, the entrepreneur truly has competitive advantage and control over. Because what’s more powerful than a company people actually LOVE to work for? For more than just a paycheck?
Your company has something no competitor can infiltrate on. Based on some studies, employees have a certain description of what constitutes a good company culture versus a bad one. A good company culture is typically described as open, considerate, rewarding, fun, opportunistic, flexible, innovative, proactive, and so on. Words associated with a bad company culture include restrictive, micromanaged, unhealthy, toxic, domineering, nerve wracking, anxious, fear.. You get the idea. An easy way to think about this is if you were an employee, would you want to work for your company? This may be why so many employees ‘skip’. A bad company culture is a major factor to consider when there is high turnover. A company culture where majority of the employees constantly feel stifled, undervalued, stretched too thin, or overwhelmed is a definite leading cause of lower productivity and thus, profitability. Many managers and business owners undermine the impact of company culture. Restrictive environments don’t lead to happy helpers. After all, that’s really what employees are, or should be — happy to help. Employees aren’t meant to feel like minions or servants. If that’s the case, I’m sure we’ve all heard some story of a miserable servant who spits in their master’s tea, for lack of a better reference. Nobody wants that. Sure, these kinds of cultures are necessary in some cases. But does any one company really want to be known as ‘that company’? The company where employees feel they’re being micromanaged to death? Hire people you trust and let them get the work done. Your company is bound to me more productive if your human capital felt more at ease. Some of the top companies where employees are ecstatic to be working, such as Google and WeWork, have flexible work environments and a charming company culture. They understand not only their customers’ needs but their employees’ needs. People want to contribute to the livelihood of such companies. Thus begins the domino effect. People then want to buy more from the company that people speak highly about working for. People may then be more inclined to sponsor events with the company. The company’s brand gains more traction, prestige, and admiration. The benefits are endless and it all starts with a great company culture. Make your employees feel welcome. Give them a work “home”. There is no price tag on company culture. It is so valuable. Your employees can feel it. And inevitably your customers will feel it. As John Mackey of Whole Foods says, “If you are lucky enough to be someone’s employer, then you have a moral obligation to make sure people do look forward to coming to work in the morning.” Of course that may be a pretty hefty thought to carry, but it is the thought that counts.
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AuthorHey there, I’m Racquille. I’m a B2B freelance consultant for research, content development, and design. Your above & beyond personal brain-picker. Currently building 2 start-ups; fingers crossed. Archives
June 2019
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