A great place to work. A company that cares about its people. An organization that encourages a balance between work and home life. These are just some of the many ways to describe a company that enjoys a positive corporate culture.

Every organization has a unique culture. They are as diverse and distinct as the companies that create them. As a result, one can define corporate culture in many ways. Chiefly, it’s the shared beliefs, behaviors, attitudes, ideas, values and traditions demonstrated by an organization’s workforce. In general terms, it’s “how we do things around here.”

Far from being just warm and fuzzy gestures, corporate culture is serious business that matters. Why?  For one, research shows that key aspects of culture equate to higher performance and is even manifested in better decision-making by employees.

Profitability and productivity are directly linked to the healthy workforce culture. Build a strong corporate culture, therefore, and you build a foundation for success.

Corporate culture can also serve as a sound human resources platform. It’s a benchmark for better hiring practices (we’ve all heard of potential job candidates that just weren’t “a good fit”), and it’s a powerful recruitment tool. Employees freely admit that it takes more than fair compensation to attain job satisfaction. Satisfaction also requires non-monetary rewards and intangibles, like those found in a positive work environment supported by a positive culture.

In all, developing and protecting a strong corporate culture can be an important strategy for achieving a stronger competitive foothold.

So, what if you discover your corporate culture has more than a few shortcomings? Then it’s time to develop the kind of culture that correlates to the performance you want to achieve.  

From culture shock to culture management
To improve recruitment and enhance retention, companies must develop cultures that are responsive to worker needs, but still be authentic to their organizations’ vision. Much of this begins and ends with leadership, since corporate culture typically reflects the values of the company owner and key management. Therefore assessment starts with an honest look in the mirror.

It also requires a bold review of direction. Where’s the company headed? What activities, behaviors, and choices are necessary to get it there? An organization’s mission, vision, and values provide the best framework for deriving the answers needed, as well as the guidance for establishing the desired culture.

This process of reaffirming direction should also shed appropriate light on the cultural values necessary for achieving success. If such values are lacking within the workforce, the organization must determine the best ways to instill and nurture them. This requires a commitment to implementation that must include unambiguous executive support by example, ongoing training, and benefits and rewards that reflect the desired cultural values.

Manage culture, maximize the bottom line
Corporate culture is learned, therefore the lessons you want employees to understand must be carefully managed. Do so successfully and you’ll achieve cultural strength that can lead to superior organizational performance.