It makes perfect sense that whether a company’s culture is positive, indifferent, inadequate, or negative, it will affect the way employees perform and engage.
Company culture affects the running of a business in terms of staff attitude and client interactions as it is often a reflection of the office environment, the values, and the behaviours of the workforce. Obviously, this will differ from company to company, and it is usually shaped by the management and the processes, and whether they are trying to build a positive company culture.
A good starting point is the simple desire for staff to excel and the company to succeed. This would clearly be helped by creating a supportive and safe environment in which employees are enabled to develop and the company grow.
Supporting workers to be proactive and engaged, feel like they are part of the success and belong in the team, and that help, not isolation, is available even before it is necessary, must be carefully judged – but getting it right means a happy, motivated workforce.
Given that it’s estimated engaged employees are around 20% more productive and around 35% less likely to be looking to move on, compared with around 70% of disengaged employees, the benefits of better productivity and lower staff turnover and the concomitant cost and disruption are clear. A positive attitude towards their place in the organisation and the opportunities for development their can empower staff to want to exceed expectations and endorse the business’ mission. Obviously, this is of benefit to the company and the individual.
So, if engagement rises or lowers as a result of company culture, it is incumbent on the company to demonstrate the values and behaviour expected of employees. When we know what we’re expected to do and how we’re expected to behave we can go about it with confidence.
Most companies start with a person or people who have their own vision, mission, and values which then underpin how the business operates. An induction process, or staff handbook should lay out this information. As a work in progress, regular communication between stakeholders at every level gives the opportunity for inclusion and for re-evaluation of the culture.
Not taking your company culture seriously means that if yours fall into the category of negative, inadequate or even indifferent, then you’re missing an opportunity.