Aiming for a Great Corporate Culture

Ugh...it’s not, for some people, a good paycheck and privileges that can keep them happy when they realize that their contributions go unnoticed or become fragmented in a chaotic company culture.

And then, the truth is that employees everywhere spend a major portion of their lives at workplaces, and as such when a working environment is totally tedious or sadly stressful, then their lives, devoid of enjoyment and enthusiasm, will become bleak. All in all, employees’ pleas should be heard for the sake of their well being and to make them feel comfortable and safe.

A corporate culture that keeps its momentum in a steady state of positive change and progress will always relish and remain triumphant and productive.

In brevity, we can say, corporate culture is the character of a company. However, every company follows its own mission, beliefs, customs, norms and objectives. In some cases, we come across typical companies, with more liberal and relaxed workplaces that place no hard rules and regulations. Such companies keep on experiencing their lenient management styles by encouraging employees’ participation and rewarding their worthwhile contributions.

In response to my article ‘Building a Right Corporate Culture’ here’s an inspiring quote from Harvey Lloyd, President, The LEAD Center, Ltd., Virginia, United States:

“Corporate culture is 80% positive reinforcement and 20% management. The problem comes when you are unwilling to face up to the 20%. The 20% is when we need to challenge a policy, purpose or person on methods and communications. In our world of very sensitive cultural/human divides the 20% is sometimes abandoned as not worth the perceived outcome. The 80% is the standard goals, celebrations in achievement and office celebrations that seem to come natural for most to insert into their offices. The 20% is the water cooler talk, the meeting where someone's defense is to go on offense against someone else or many other settings where defensive postures crop up. These must be addressed. All companies have problems. Success is in how you handle them not in how well you avoided.”

Though culture is an abstract term, but its presence can be observed in human affairs, manners and employees’ attitudes at workplaces. Sometimes, it becomes crucial to understand a company’s prevailing culture in order to bring in novel, desired changes. For this, a company’s management can adopt two-way methodology, and that is, by paying attention to the stories that gets shared and rumored by employees in the company and by questioning and interacting with individuals and teams for some good initiatives and endeavors.

In some companies, company culture gets recognized by reassuring management where employees feel excited and happy after availing great support and actual appreciation. If a company remains decisive to foster hard work, teamwork and employees’ welfare, then there’s workforce, on the whole, that clings to fidelity while bolstering better relationships with colleagues.

And when a corporate culture is devoid of commitment and discipline, then there's mayhem of affairs, everything broken, no connectivity, no teamwork, and hypocrisy at large and low productivity. To create a teamwork attitude, it's a duty of the top management to set up an environment of discipline and make employees aware what it means by true, sincere commitments.

It should be noted that no external change can bring in a worthwhile impact unless and until a company within itself builds its own unique corporate culture, nurtures development policies and looks further for the wellness of the company through diverse ways and by the active involvement of its happy workforce.

Obviously, a company that aims to build a great corporate culture should invest in employees, promote personal growth, sponsor learning and development and allow them to work in teams. Treating each other with respect, after all, gives a great sense of community and amazing corporate culture, which finally, leads to successful business.

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