What's your method for sharing your company culture with employees?

A culture handbook serves as a bible for the employees. This should be the first document that should handed over to the new joineee when he enters the company premises. One can use gamification in the following methodologies 1. Essential Leadership Principle 2. Vision & Mission statements 3. What does the company want to achieve 4. How does the company look at performance /non performance & how can they help 5. It should contain snippets of experiences sharing by senior leaders 6. What are the several assimilation programmes 7. The several businesses and the long term plans concerning those businesses 8. Essential snippets of the Annual Report There are few pointers which can help ensure seamless cultural assimilation for incumbents

"Culture eats strategy for breakfast." - Peter Drucker A culture handbook should comprise the following Mission – what you do and why you're doing it. Vision – where you're going, what the future looks like. Values – how to behave and prioritise. Culture definition – a sense of the vibe and what life is like in your business.

A culture handbook is words on a page - it may serve as a statement of intent - but the behaviours displayed each and every day by the leadership is what defines, shapes & cements culture

A culture handbook should also include useful links to relevant resources such as: Diversity and Inclusion Policies Communication Protocols for internal/external interactions including clear Dos and Don'ts Key personnel directory so they know who to talk to about what Workplace Policies, including dress code and remote work Benefits and Perks Information Career Development and Growth opportunities Health and Safety Guidelines Community Involvement Recognition and Reward Programs Conflict Resolution Procedures Sustainability Practices Legal and Compliance Information Feedback and Grievance Mechanism Team-building and Collaboration Principles and a Welcome Message from leadership to humanise the brand, giving a human touch to the handbook.

The cultural handbook should be just as important as your human resources handbook. The difference is that this handbook may need to be updated every year - not completely, but situationally. As a team works through crisis and stress, the culture will be tested and people's strengths, and weaknesses, will bubble up to the surface. As teams navigate these challenges, they have to make sure that their culture handbook aligns with the teams strengths and weaknesses during stressful situations and must be modifiable when necessary.

People relate to stories & what better than sharing them to help people understand what you stand for. When I was working with Amazon I was given a strong grounding on when, how & most importantly why the company was built. This got me in the groove to understand the company. The module included stories from lives of senior leaders, CXOs on what they faced while building this company from ground up. They shared stories of failure & that of success of themselves & their teams. HUL similarly had a beautiful story to tell.The canteen in a plant was separate for blue & white collared employees. Then a decision was taken to make it a common one. They told this story as, “We broke the wall of divide”. A liberating & exceptionally inspiring story

When telling culture stories it's important to remember context and to choose the right medium: Depending on the nature of the stories, you might use blogs, videos, podcasts, or live performances. Each medium can offer a different experience and appeal to different audiences. If appropriate, consider creating interactive experiences around the stories. This could be through workshops, Q&A sessions, or cultural events where people can experience aspects of the culture firsthand. It's important to use their words and perspectives to provide an authentic and intimate connection to the material. Images, videos, and music can provide rich context and emotional depth to a story; Artwork, clothing, or instruments .

From my experience, I believe that sharing company culture with employees is best achieved by showcasing culture stories. These real-life examples highlight how our employees embrace and exemplify our core values. By utilizing diverse channels like newsletters, podcasts, videos, and social media, we can effectively communicate these stories and inspire a deeper connection to our culture. Additionally, encouraging employees to share their own experiences fosters a sense of belonging and recognition, which further strengthens our cultural fabric.

Utilizing diverse channels like newsletters and videos is a fantastic way to resonate with various audience segments. However, I slightly differ on the emphasis of recognizing and rewarding employees for sharing their culture stories. From my experience, the act of sharing these stories should stem from a place of genuine connection and pride rather than incentivized actions. A company I worked with encouraged organic storytelling without direct rewards, and it led to more authentic, heart-felt narratives that truly resonated with the staff and external audiences alike. It's pivotal to ensure that the essence of culture stories remains true to their spontaneous and genuine nature.

Stories work. They make it easy to understand, relate to and reinforce the behaviour that makes the business what it is. Creating your own book of legends, or chapter within your handbook, that tells real stories of how real employees exhibited the values and behaviours important to the culture and business success, is a great thing to do. Finding the ways to capture and encourage the harvesting of these stories on an ongoing basis, is the way to keep the stories relevant, fresh and up to date.

From what I've experienced, the most important cultural event is getting your team together regularly to go over the mission and vision statements. This will increase trust and buy in from your staff regarding their part in the companies success. Facilitating this conversation, as a leader, is outrageously important in building an amazing culture and increasing success!

A "Global Culture Festival" aims to unite employees by celebrating diverse backgrounds and unique talents. It includes a cultural fair with booths representing various countries and company values, food and beverages from different cultures, and a traditional dress code. Creative workshops offer art, dance, and music classes, while wellness workshops emphasize well-being. A customer service symposium could include guest speakers and role-play, and charitable components like auctions and volunteering reflect the company's social commitment. Team-building games, awards, live performances, and take-home gifts can also create a memorable experience that embodies the core values of the company.

One of the greatest cultural events I've participated in, inspired me to do the same with my clients now. After the CEO had stood up to explain the new company Purpose, Vision, Mission and Values story, he was asked to leave the room. The remaining leaders and managers then had the chance to discuss, make sense and share what they'd just heard with each other. Immediately tiny differences in interpretation were visible to all. We brought the CEO back in to clarify these things. By doing this, all the seemingly insignificant misinterpretations, which could have gone on to create cultural chasms if implemented, were re-aligned. Everyone leaving that room was on the same page, had real clarity and understood their role in delivering that.

Onboarding is the ideal phase to start introducing the core values –The HR Team can communicate the cultural expectations to new employees. A quiz or a poll about about the company's vision/mission/values etc can be a simple but effective approach .

Sharing our company culture with employees is best achieved through organizing culture events. These events serve as a platform to bring our team together, fostering a sense of unity and appreciation for our culture. By tailoring these events to our specific culture themes and involving employees in their planning and hosting, we ensure they are inclusive, engaging, and aligned with our core values, ultimately strengthening our organizational culture

One thing I found helpful is having strong communication, connection, and showing that you care is a way of giving support to your employees. Employees that feel connected, empowered, and motivated are most likely to remain loyal and productive, but when a leader has little or no relationship with the employees, it’s much harder to create loyalty. Communication is the key to success, staying connected, engaging with employees, identifying problems within your company, and finding solutions to closing the gap will improved and create a beneficial environment.

Effective culture feedback can be facilitated through regular check-ins, incorporating cultural metrics in performance reviews, anonymous surveys, and using technological tools for real-time assessment. Encouraging honest dialogues through safe spaces, appointing cultural ambassadors, and hosting open forums promotes transparency. Training managers, defining action plans, recognising achievements, and engaging external consultants when needed ensures continuous improvement. Personalised feedback, acknowledging diverse backgrounds, and creating a reciprocal feedback environment aligns with individual needs and enhances overall company culture.Sometimes, an outside perspective can also help to identify cultural blind spots.

Combine culture feedback with personalized development plans, where employees receive feedback and actionable steps to improve their alignment with the culture.

As a leadership coach and ex-agency leader, I think about this question a lot. Building and modeling culture isn't a rarefied, "you either have it or you don't" talent. It's a skill you can build with time, intention, and a grasp of the fundamentals, namely: 1. Embody your stated culture in your words and deeds. 2. Reward the employees who also model these values and set "no tolerance" boundaries for those who don't. 3. Don't say your culture is one thing while enabling staff behavior that's the opposite of that one thing. Culture erodes when there's a misalignment between stated company values and the behaviors that *actually* get rewarded -- which all starts at the top of the organization.

Leaders can model company culture by fostering continuous learning and growth, admitting mistakes to show vulnerability, encouraging innovation, and supporting work-life balance. Inclusivity, diversity, community outreach, and accessible leadership must be actively championed. Celebrating successes and learning from failures helps create a positive environment. Ethical decision-making and environmental stewardship, if aligned with company values, should be demonstrated. These practices not only reinforce the desired culture but build a resilient, engaged team that resonates with the company's core values.

All the culture-focused processes and programs in the world will not make a difference unless team members see and experience those behaviors for themselves. As the saying goes, people remember how you make them feel. If leadership does not embody the values and culture they espouse, not only does the experience suffer, but so does the organization's trust, credibility, and psychological safety. Modeling behavior encompasses not only what you do personally but also how you allow others on the team to engage. For example, claiming you are committed to an inclusive and authentic culture means nothing if you hire and retain managers and team members that behave in ways diametrically opposed to supporting that culture.

In my journey as a leader, I’ve discovered a powerful truth: to forge an unshakable company culture, you must become a living embodiment of it. This demands unwavering dedication to walking your talk, even when it’s not the easy path. There were instances when I stumbled, but these humbling experiences only fueled my determination to authentically live out our values. It’s this fearless commitment that sets the stage for a culture where every team member is inspired to contribute their best, creating a symphony of shared purpose and unwavering excellence.

I would like to highlight the significance of leading by example in shaping a company's culture, especially within larger organizations. Consistency between management's words and actions is crucial. Moreover, ensuring employee support through consistent communication and interaction between upper and lower management reinforces the company's culture and healthy environment.

Adhere to this simple framework Align - Use lectures, videos, stories, testimonials, business plan cascades, 1:1s, check ins to align the incumbents Engage - Engage using gamified methodologies. Use attractive & engaging user interfaces to invoke engagement & learning Reinforce - Reinforce using Feedback & rewards Recognise - Recognize & reward model behaviour. Use this as use cases to gather further alignment. This is a model I use within my organisation to ensure cascade and assimilation towards culture.

Effective culture enablements begins right from onboarding, and embeds at every touch: 1. Begin with orchestrated onboarding that instills org values & culture by involving leaders & facilitating collaborative conversations 2. Culture events to form tangible culture moments, enhancing engagement and belonging such as vision workshops, culture forum 3. Stories: enable personal narratives to deepen alignment 4 Thoughtful physical office space that reinforces org principles & values 5. Authenticity and transparency: A culture where leader/manager lead with authenticity and practice transparent communication through 1:1s, announcements & town halls This symphony weaves a culture rich tapestry, inspiring commitment and shared purpose.

Share your organizational values and celebrate those who uphold organizational values. Find every opportunity to recognize the employees who exhibit your company's values Hire, Fire, and promote based on your company values Make decisions based on your company values Lead by example. As a fish rots head down, company culture is created or destroyed top down. Culture is not what is said and more of what you do. The seemingly insignificant decisions, choices, and conversations compounded over a long period of time create the company culture. Share company values while onboarding new employees and use the stories of employees who have exhibited these values as a reference so the new employees can understand, relate and emulate.

Consistency and reinforcement are critical factors in embedding the desired culture within an organization. It involves consistently practicing and promoting the company's values, behaviors, and beliefs throughout all aspects of the business. Consistency ensures that all employees understand and align with the company's culture. It creates a shared identity and purpose, fostering a sense of unity among team members. By consistently recognizing and rewarding behaviors that align with the culture, employees are motivated to uphold those values in their daily actions. When employees see that the company's culture is consistently supported and valued by leadership, they are more likely to feel engaged and committed to the organization.

Leverage Cross-Departmental Collaboration for Culture Enhancement Collaboration is a powerful tool for reinforcing company culture, especially in organizations with diverse teams and departments. By encouraging cross-functional cooperation and joint projects, you can create opportunities for employees to experience and learn about different aspects of the company culture. Implement cross-departmental collaboration to enhance your company culture with: Interdepartmental Workshops Collaborative Projects Culture Ambassadors Rotation Programs Collaborative Learning Joint Celebrations Recognition and Rewards Cross-Functional Feedback