How to create a culture of positive intent

How to create a culture of positive intent
  1. Is creating an organizational culture a function of the HR department?
  2. What elements of the organizational culture build and strengthen the employee's experience?

The basis for building healthy interpersonal relationships is effective communication. Too often, it is difficult when we only pay attention to what is difficult when we only pay attention to what is on the surface when talking to our loved ones.

In this article, you'll learn how to look deeper and see the real intentions of the people you communicate with. This will allow you to create relationships that are durable and based on trust in the other person.

Have you ever had a situation in your life where the person you were talking to did not understand what you meant, which later caused the conflict?

Organizational culture has many different scenes and interpretations. We talk about culture as a condition of mission, norms, values, processes, systems, symbols, beliefs, habits, etc. But in fact the culture of an organization is its specific genetic code. This is not something employees bring with them. A company with only one employee, or even a company with no employees, still has a culture. A ten definitional introduction is needed to understand the role of organizational culture in building and nurturing a positive employee experience.

Is creating an organizational culture a function of the HR department?

Organizational culture is one of the most important pillars of the employee experience. It is the foundation of the house on which we build a comprehensive employee experience. Responsibility for its formation and maintenance is one of the most important tasks of CEOs, boards and managers, not of the HR department. They should be the evangelists of the company's culture, values, mission and vision. It is hard to expect this from employees if leaders are not the role model. The example always comes from the top - simple and very true.

The key is to adapt employees to the company's culture, attract people who are enthusiastic, proud and appreciating the culture. How much easier it is to do with leaders who are role models in this matter, can clearly communicate the vision and values ​​of the company, and spread commitment and the right attitude.

What elements of the organizational culture build and strengthen the employee's experience?

There are a lot of these elements and they can certainly "cosmetically" differ depending on the organization, specificity of the activity, industry, environment, etc. But I would like to focus on a few specific examples developed by Jacob Morgan - the guru employee experience:

  • Positive perception of the company - everything that makes us feel good at work and makes us proud of the company in which we work. Strong and consistent employer branding plays a significant role.

  • Each employee feels appreciated - and this does not only apply to adequate remuneration, but most of all to the perception of what the employee is doing, his competences, ideas and commitment.

  • A sense of purpose - which is clear and understandable and motivates everyone to maximum activity and enthusiasm.

  • Employees feel that they are part of a team - the sense of belonging and team spirit is one of the strongest elements that unite and strengthen the organization.

  • Diversity - we build organizations where people from various cultural, religious, and religious backgrounds meet. It enriches, adds value and is of great importance for the multi-path development of the company.

  • References from our employees - employees are proud and recommend the company as the best outdoor workplace: to their friends, family.

  • Opportunities for learning and development - there is nothing worse for an employee than the feeling that he is stuck and there is no chance for development in the company. Therefore, the company should provide favorable conditions, resources and tools to support this development.

  • Treating an employee fairly - it probably does not require a comment, although unfortunately it is quite a challenge in many companies.

  • Leaders are coaches and mentors - the role and expectations of leaders and managers in organizations have changed a lot. Their primary task is to support, inspire and care for the development of employees.

  • Concern for the health and condition of employees - forward-thinking companies also take into account the health issues of employees, providing various programs and benefits.

These are the most important aspects of an attractive organizational culture in a nutshell. To better understand the organizational culture in your company, I encourage you to answer the following questions:

  1. How are expectations for employees in your company determined?

  2. How often and how are employees discussed about the expected work standards?

  3. What attitudes are promoted in relation to development and approach to work?

  4. What actions are taken so that employees know what is really important to them at work and for the entire organization?

  5. How is a long-term approach to decision-making promoted?

  6. How consciously and actively is the culture of the organization formed and people who share similar values are employed?

  7. What beliefs do the organization have in relation to people and how do they affect relations with employees and their commitment to work?

BrainyHR wishes you good luck in shaping the desired organizational culture.

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