Unified corporate culture results in company growth

Every organization/company has its own unique culture. An organization with a healthy organizational culture may define itself by saying, “We are a dynamic, challenging and fun place to work. We strive to retain a family-like environment where respect,

integrity and honesty are qualities ingrained in everything we do. We offer a forward-thinking workplace for people who want to use their creativity, initiative and intensity to create great things. Our values are a set of principles that provide the foundation for our day-to-day interactions as a company with our employees and customers. We love working here, and we make our customers a part of that inner success.”

Organizational culture is dictated by the values, behaviors, beliefs and norms that permeate the group.

Culture is expressed through the words and behaviors of each employee. Company or department leadership sets the overall tone.

The engine of growth and success starts and ends with the people in an organization. This is not about platitudes, but a serious commitment to people development, training and learning.

The right fit

So how do you hire better candidates? And why do so many companies make mistakes in this area? The simple answer is that they weren’t trained in the art and science of hiring people. Besides the traditional methods, such as reviewing résumés, checking references and conducting extensive interviews, some employers are relying more on online personality tests and other assessment tools to help make better hiring decisions.

In addition, employers are using personality tests as well as role-playing and problem solving to test a candidate’s skills and determine a good culture fit. Utilizing an employee culture test designed specifically for your workplace can be very helpful. The questions can revolve around your specific culture. For example: Do you like a laid-back environment? If so, Type A personalities won’t last very long.

If your workplace has dedicated, hardworking overachievers, think twice before hiring someone who says they like to take their time, analyze and ease into the right move. They might get run over!

Most often the final decision comes down to whether managers believe a job candidate will mesh with the company’s culture. Some companies believe it is a good practice to let staff be a part of the interviewing process. Often, your employees can give you gut reactions to a good culture fit. Making the right choice pays off; a poor choice can produce costly outcomes.

Getting results

Assuming you have the right people, it is critical to define their accountabilities and the measurable results for which they will be responsible.

Even the most profitable organizations often struggle to clearly define accountabilities for individuals, leaders and teams. In fact, a Watson Wyatt survey found that only 44 percent of employees believe they are held accountable. The resulting “accountability deficit disorder” is a major reason nine out of 10 organizations fail to fully execute their plans and strategies.

Accountability in the workplace can begin with defining employee expectations, putting the right resources in the right places, developing strategic competencies, measuring performance and accurately paying for good performance.

Once these things are in place and employees are in agreement and are well-trained, set them free to perform excellently. Top performers stay loyal to a company that provides them with clarity, development, feedback and rewards.

Once all of the above processes take effect, growth emerges as an outcome.

At this stage, different opportunities will exist that were never available before. Like a plant grows from within, so does an organization. A healthy, well-directed company yields high revenue growth and long-term success. It is the outcome of an effective organization made up of employees who self-manage and know how to achieve results collaboratively with passion, honesty and dedication. When everyone in the organization believes in your corporate culture mission statement, it can be powerful!

Analyzing your company’s culture and making the right changes can help you create a plan to improve your way to success.

Brenda Obeidat is the owner of Ivy League Corporate Services. She can be reached at brenadmin@ivyleaguecorp.com.[[In-content Ad]]