Most great organisations are pulling itself to greatness. And one thing we need to agree is they care for their people and also care for the culture in which their employees work in.
On the list of organizational priorities, culture often comes last. But research shows if you want to improve results, start by defining, implementing and improving your culture.
When people feel appreciated and trust is high, they are more engaged and work better as a team. In turn it improves productivity, service, retention and performance.
What is culture?
Culture refers to people's 'way of life', the way groups do things. We need to believe that different groups of people may have different cultures. As genetics are passed on by heridity, the culture is passed on to the next generation by learning.
The learning which needs culture to be imbibed in to people does not come by formal teaching or training. Yes, the concept of culture could be taught, but actual culture gets on to people's mind and heart subconsciously through environment which we live/work in.
When it comes to organizational culture, it encompasses values and behaviours that "contribute to the unique social and psychological environment of an organization".
How organisational culture impacts?
Organisational culture may influence how much employees identify with their organisation, how do they connect with their Work, their teams, and also how do they build their overall positive attachment towards the organisation.
Today we cannot imagine world without these two big companies- IBM and HP.
When you look at these companies' success, the employee and client satisfaction is at most priority. To serve these two well, the company should have high value culture. Where employee is given an equal opportunity, support, and recognition. And letting them to work what they love. And also freedom to take initiate.
To do this the company should have defined culture. And once the culture is defined, the steps will be taken to drive this culture into hearts and minds of every individual of the company.
Is the culture defined by one person and implied on the whole flock of the organisation?
In 2003, IBM (Large and prestigious Computer company founded in 1911) initiated a project to redefine company values, hosting a three-day online discussion of key business issues with 50,000 employees. It means all these people were part of culture defining activity. When you are part of some decision, the chances of you taking the ownership is huge.
The result was three values (This is how they defined their company culture):
1. "Dedication to every client's success".
2. "Innovation that matters—for our company and for the world", and
3. "Trust and personal responsibility in all relationships".
And coming to culture definition of HP, a printer and laptop expert, whose products are found in most offices and work places.
They call their set of culture as 'rules of the garage'. The name 'Garage' is used as HP started in 1939 from a garage.
In 1999, HP CEO Carly Fiorina (to read about this impactful CEO refer further read number 4 at the end of article), summarized the spirit of HP Way with her Rules of the Garage:
Below are those rules of garage:
- Believe you can change the world.
- Work quickly, keep the tools unlocked, work whenever.
- Know when to work alone and when to work together.
- Share tools, ideas.
- Trust your colleagues.
- No politics.
- No bureaucracy. (These are ridiculous in a garage).
- The customer defines a job well done.
- Radical ideas are not bad ideas.
- Invent different ways of working.
- Make a contribution every day. If it doesn’t contribute, it doesn’t leave the garage.
- Believe that together we can do anything.
- Invent.
It does not mean that only big organisations can have culture. The organisations like hospitals, schools, government departments, and small corporates, all these can define their own culture. The impact is long term and multi beneficial.
How does the culture help organisation?
A strong culture, in which members agree upon and care intensely about organizational values, can improve organisational performance.
Organizations with a strong, productive culture see many benefits including: Improved Financial Performance. High Employee Morale. And finally charged and Motivated Employees.
How organisational performance can be improved through culture?
Organisational performance can be improved by motivating employees and coordinating their behavior towards a vision and specific performance goals that benefit the company.
Below are few good cultural attributes which can be focused:
Respect/Fairness.
Trust/Integrity.
Change/Adaptability.
Results Orientation.
Teamwork.
Employee Engagement.
Responsibility.
Accountability.
Learning Opportunities.
Do you need an example as to how to start building your organisational culture:
And for further reads click below:
1. Benefits of a good company culture:
2. How company culture is important to business success:
3. What is organisational culture:
4. A CEO who summerised hp rules of the garage:
About Author:
Maaz Mohammed A.Q is a learning strategist, interested in personal and organisational change.
Sources of HP and IBM culture:
1. https://idea-sandbox.com/blog/rules-of-the-garage/
2. Wikipedia about IBM