5 Ways to Develop a Great Company Culture

Since the outbreak of Covid-19, the work environment has changed. Workplace attitudes have changed, as have values, and old practices aren’t working in the face of companies returning to offices.

People want their time at work to matter rather than be sacrificed for a salary that comes at the expense of their happiness. Consequently, a large number of workers are leaving the workforce, with one of the most common reasons for quitting an organisation being its culture.

Before we go any further, what exactly is company culture?

Company culture, in a nutshell, is the soul and character of an organisation.

It’s the company’s shared goals and values. The company’s decision-making processes, policies, and the way that employees interact with one another all fall under the cultural umbrella.

Below, we share five ways you can build a company culture:

1. Decide what your ideal company culture looks like

Establishing what a healthy corporate culture looks like for your business is the first step in creating one. The purpose of the business and what sets it apart from competitors are two things that employees are curious to learn about. They want to understand the company’s values. If an employer’s stated values conflict with their own, people will find it difficult to work for them. It is better to take more time at the outset to determine what type of company culture will work best for your organisation than to try to correct the workplace culture later.

2. Focus on employee wellness

Creating a positive workplace culture is extremely difficult if you don’t have healthy employees. They need to be at their best — physically, mentally, and emotionally — in order to be able to do their jobs well.

Companies, therefore, need to offer as many resources, tools, and on-site opportunities for employees so that they can live their healthiest lives—whether inside or outside the office. Additionally, they should constantly look for new approaches to reduce employee stress and combat negativity in order to increase productivity.

3. Company culture should encourage work-life balance

A healthy work-life balance will mean different things to different people. Making sure your employee feels content and fulfilled in both aspects of their life is more important than simply dividing their time equally between work and leisure.

A healthy balance might include:

  • Meeting deadlines at work while still having time for friends and hobbies
  • Having enough time to sleep properly and eat well
  • Not worrying about work when at home

Here are a few ways companies can assist their employees:

  1. Encourage an open culture so that workers feel comfortable speaking up when they’re feeling overworked.
  2. Teach managers how to recognise stress and an unhealthy work-life balance.
  3. Offer flexible and remote working where possible.
  4. Encourage workers to take breaks during the working day and to take leave if need be.
  5. Review employee workload frequently to ensure that it is manageable.
  6. Enhance parental and caregiver support so that they are not compelled to leave their jobs.
  7. As with other medical appointments, permit employees to attend counselling and support services during working hours.
  8. Promote stress-relieving exercises like lunchtime workouts or relaxation classes.
  9. Speak to employees about what would improve their work-life balance.

4. Give employees meaning and purpose

In the absence of meaningful work in your company culture, you’re doomed to fail from the get-go.

Employees must find meaning and purpose in their work if they are to be motivated. And without meaning and purpose, job satisfaction drops majorly. Employees should also give employees examples of how their jobs will benefit the business, its clients, and even the community.

5. Hire Candidates for Culture First

When hiring new employees, it’s tempting to offer the positions to those with the required education and experience. Although they probably won’t need much training and will get into the swing of things fairly quickly, these candidates might not necessarily be a good cultural fit.

Remember, if a candidate has most of the qualifications or experience and is a good fit for your company culture, you can always provide them with the necessary training to equip them for the position. Changing one’s personality to fit into a non-comfortable work environment is more difficult.

Conclusion

In a company with a strong company culture and a culture that is always being worked on, employees develop better relationships, become more productive, and are more dedicated to achieving the company’s goals.

Provide your employees with growth opportunities and treat them with respect because if you don’t, someone else will.

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