Organisational culture is the set of beliefs, values, systems, rules and attitudes that determine how organisations function on a daily basis. Culture drives the how and the why of what we do and is the most important element of any business in attracting and retaining the people that are essential for achieving business objectives in any context.
A strong culture acts as a magnet, attracting talent that resonates with the company’s ethos. It helps in retaining employees, reducing turnover rates, and fostering loyalty. Employees who feel connected to the culture are more likely to go above and beyond in their roles, contributing to higher productivity and better performance.
As we embark on a new year, businesses continue to strive to find the best path forward in an increasingly complex and competitive environment. A focus on culture is essential to optimise the engagement and performance of your people and ensure they are feeling motivated and supported to achieve results.
A focus on culture begins with addressing 3 core objectives:
1. Be clear about who you are and what you stand for
Do you have a clearly articulate, unique and meaningful vision and set of values? Do they resonate with your team members? How do they influence how people do their jobs, who you hire? The decisions that are made on a daily basis – large and small?
Having clarity around what you stand for, your purpose, vision, values and behaviours that support this is crucial for ensuring you are recruiting and retaining the people that are a fit for what you need and are going to deliver the discretionary effort you need to meet and exceed targets.
2. Communicate who you are always and in all ways
Once you are clear on who you are, shout it from the roof tops! Share with your team members – not just once but constantly and consistently. Culture needs to be referred to on an ongoing basis and continually reviewed to ensure it meets the needs of the business now and in the future.
Don’t forget also to share more broadly – customers, suppliers, the talent market… all stakeholders will make decisions on whether they engage with your organisation based on your culture – how you go about your business and how that differentiates you from your competition.
3. Consistency is key. No exceptions
Ensure everyone in the business understands the culture and the behaviours that are expected… as well as those that do not. Holding people to account is critical to preserve culture and maintain buy-in from employees that are doing the right thing. Recognise and reward those that are living and breathing the values and call out those that aren’t – quickly and decisively. Everyone needs to know what is expected of them and what will and won’t be tolerated. Too many times exceptions are made, or toxic behaviours are swept under the rug – a high billing sales person is let away with cutting corners or a senior leader is heard bullying a junior employee. The instinct to let these go in favour of maintaining high sales figures or leadership stability will surely result in more pain when word spreads and other employees either join in on toxic behaviours or opt to leave for a business that truly walks the talk.
In essence, prioritising culture is not a one-time effort but an ongoing commitment. It requires consistent reinforcement through leadership actions, company policies, and everyday practices. When culture is given the importance it deserves, it becomes a powerful driver of sustained success and a source of competitive advantage. Culture is the heartbeat of an organisation, and prioritising it is essential for fostering an engaged, inclusive and high performing team.
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