Best Practices - 6 #Startups #SMEs
Sasikanth R
International Board Advisor - Scaling Startups Enterprise Transformation Strategy Structure Systems Products People Processes - Coach Consultant CXO Director Maven Mentor - Growth Advisor to CEOs - India, Africa, UK, USA
Culture should be defined by the CEO and Founders of the Startup/SME. It will be a great blunder if you let the HR Head to decide and define the culture of the company.
When we get down to basic principles, Company Culture is the sum total of attitudes, behaviors, beliefs, expectations, goals, principles, purposes, standards, values that characterise an organisation . A Culture reflects both the written and unwritten rules that employees in an organization follow. An organization’s Culture is the sum of all that different colleagues think, say, and do as they work together. Company Culture is a set of guiding factors that define how a company does things internally – in the workplace – and externally – when working with customers and clients. Every company has different elements, and these elements combine to constitute a company’s specific Culture.?At its core, Company Culture can be defined as "How things get done around the workplace". This “How” refers to the formal systems as well as the informal behaviors.
What are the reasons that we should keep in mind for not letting HR decide and define the culture of a company ?
Company Culture has to be first intrinsically defined and then subsequently followed passionately by the Founders / CEO / Board. Then, this Culture needs to be driven for implementation through HR Department. The Role of HR is to percolate the Culture defined by the Top Management into the different levels of employees in the workplace. HR helps in driving the implementation of Culture as decided/defined by the Top Management. HR can always advise the Top Management incase they find any discrepancies in the existing culture or some aspects that need to be changed. But that change has to be analysed, acknowledged and practised in the future by the Top Management before the same is driven into practice by the HR. The Role of HR (just like the Role of a Moral Science Teacher or an Estate Janitor) is to ensure that Culture is implemented constantly, consistently, continuously and successfully.
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That is how Organisation Culture needs to be built.