TABLE OF CONTENTS
It is getting harder and harder to imagine the existence of a company without the organizational culture. Young employees pay a lot of attention to the working climate, whether they feel good at work, is it their environment - they also build our image. Therefore, in the perspective of development and changes in the employee and customer market, it definitely pays off to build an employee-friendly organizational culture.
As it turns out, the issue of building organizational culture was explored three times more than in previous years. A significant part of our clients is looking for solutions in which they can communicate the company's values. Additionally, companies more and more often ask us how to build a culture so that people identify with it and "profess" it. In other words - they were brand ambassadors. Different generations have different understandings of the organizational culture, e.g. according to generation Y (born between 1980 and 1995), which slowly constitutes the largest number of employees, a good company means strong values and missions, and leadership means equal treatment.
What is organizational culture in essence?
Organizational culture is an integral dimension of every organization. A model of values that help its members understand what actions are possible and desired and what not. It is a unique way of dealing with challenges for every organization. A system of signposts, norms, beliefs, and expectations constantly produced in organizational life. These are often unwritten rules that fill the gap between what is described in company documents and what is actually happening.
It is worth confronting this with reality - how the organizational culture of the company is perceived from the perspective of employees—the first places in the rankings of the best employers in the world. “In my opinion, this is a set of values that I represent towards my employees, contractors, and associates. It manifests itself at every level in the organization. A bit like with personal culture, treating the company as an organism - it is in everything you do, it refers to whether you treat people with respect, whether you can behave well in different situations, etc.
Important questions about company culture
In the perspective of development and changes in the employee and customer market, it definitely pays off to build an employee-friendly organizational culture. Here are the most interesting questions of them.
Does the organizational culture help employees in their daily work?
Yes, it supports the attention to the separate needs of our company: internal and external clients, especially in combination with large companies in our group. First of all, it strengthens the search for solutions adequate to our company. It also simply creates a more pleasant working atmosphere and encourages young candidates to join us cooperation.
What is the purpose of building organizational culture in the long term?
Distinguishing the market and attracting the best candidates while retaining the existing employees. This is an essential element in the organization at the stage of expansion.
How has the employers' approach to building the company's organizational culture changed over the last 5 years?
"The topic is becoming more and more important and discussed especially in the era of changes in the recruitment market. He observes the increase in the frequency of discussing this topic during talks-plans in HR, HR conferences. Organizational culture is becoming an important topic that needs to be taken care of and not just treated - everyone knows it is, but no one has seen or heard. "
Why should the topic of organizational culture be important for the company, but also employees?
There are companies where employees come to work with joy. In which they feel at home, have opportunities and willingness to develop, in which efforts are made to resolve, and not escalate, conflicts. Some organizations are constantly looking for methods of combining difficult to reconcile values: profit and self-realization, individual passions and business efficiency, short and long perspective. But some companies follow completely different values and solve management triggers in different ways. Full of destructive competition, harmful gossip, internal conflicts. Organizational culture is responsible for these differences. About where, governed by what values and principles we spend a large part of our lives.
Are contemporary organizations aware of and use the potential of communicating the company's values based on the assumptions of the organizational culture?
The challenge with organizational culture is that it always exists. It cannot be easily decreed or changed. It is produced in the course of many years of organizational life, based on thousands of decisions, moves, more or less consciously introduced organizational solutions, current fashions, and influences. It is a configuration of values professed by current leaders and employees, but also remnants of previous times and people, preserved in the current life. Leaders of the initiative of democratic discovering and shaping the "cultural essence" of a given organization, what makes the company unique that people get involved, or on the contrary - that they have lost the passion that attracted them, that even in the simplest work they will find meaning. In the way they are treated with dignity, Culture is there is always one in the company. The challenge of leaders is first to discover what it is and whether it is in line with the long-term goals of the organization, and then to make building one of the strategic challenges.