Think about companies like Google, GE, or Southwest Airlines, and you probably get an image in your head. Perhaps the image is of slovenly-dressed techies or colorful aircraft. Whatever comes to mind is more than mere brand image. It’s a visible reflection of the company’s culture. Culture defines a company as innovative and edgy, performance-driven, or fun and frivolous.
At its essence, a company’s culture is its personality, and every organization has one. Even the absence of an obvious culture depicts a culture of sorts. Cultures aren’t always created consciously. They often evolve from the values of top management or the founders of an organization. That said, it is important that organizations nurture strong, positive cultures, and even more critical that they work to transform unconstructive, negative cultures.
Why is corporate culture so important? One reason is that career experts suggest a company’s culture is becoming increasingly important to job seekers when deciding between opportunities. In addition to the position itself, compensation, and fringe benefits, job applicants are considering a company’s culture before accepting a position. In many cases, applicants want to be sure the company and its culture is a good “fit” for their own personality and work habits.
How would you define your company’s culture? Does it attract or deter job applicants?
There’s much more to culture than meets the eye. Corporate culture is like the proverbial iceberg. The portion visible above the surface is small relative to the whole. Those things that are visible may include a stated mission, vision and values, organizational charts, policies and procedures, and published processes. What lies beneath the surface can be far more significant. It’s the shared assumptions, norms, unwritten rules – it’s “the way things really work around here.” It may not always be consistent with what is visible at the surface, but it is what’s beneath the surface that truly cultivates culture. Consider these subsurface culture components:
Your company culture speaks volumes about your organization. To determine what your culture says about your company, ask yourself these questions:
Some may know their company’s culture like they know their own family. Others may find their culture difficult to recognize or define. Either way, it’s there. It may be indistinct or ill-defined, but it exists. If it is good, celebrate it. If it is bad, transform it. If it is undeveloped, take the opportunity to build something remarkable where nothing existed before.
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