Company Culture: Gimmick or Necessity?

From home working crafting kits, to company charity days, workplace happy hours to lunch time mindfulness sessions, company culture can be steeped in a utopian idea of working life. But as we know, what we see on Instagram doesn’t necessarily reveal the reality of a workplace. On the surface it could seem an organisation has their people sorted, but underneath, complaints of workplace conditions, equipment or pay imbalances could be lurking.?

Let’s focus on the debate on company culture, why it’s not a gimmick but a necessity - and why it’s crucial that you get it right for your in-demand talent.?

Company Culture: Is it a gimmick??

The ideal of company culture is all around us - sometimes we see it on social channels like Instagram or LinkedIn, other times it’s represented in movies and TV shows like ‘WeCrashed’ focusing on the company WeWork, ‘The Internship’ or ‘Silicon Valley’.?

Whether it’s company away days and trips, Friday pizza parties, wellbeing rooms, early finishes or 4 day weeks, when we think of company culture we often think about the tangible evidence - what we can see from a company.?

But we should all know by now that we should never judge a book by its cover - and so should you never judge a company simply by its social media posts.?

Yes, company culture is crucial in 2022 - the new generations of workers coming through the ranks no longer have the patience to put up with unrealistic expectations, poor equipment or workspace, or inflexible hours. And with the current demands of the job market - who can blame them??

However, the best company culture isn’t always the one that is most visible — it’s the hidden acts of a company that can make or break a culture. Company culture is a necessity — here’s how you can get it right.?

Getting Company Culture Right

1. Balance Practical with Attitude?

Company culture should be the perfect blend of practical acts by a company that trickles down into the team, and the overall atmosphere and attitude that the company holds.?

Think of the useful acts that can make a difference to your culture and to your staff - regular pay reviews, competitive holidays, early finishes or even better a 4 day flexible week, unlimited flexibility on hours/days of work. Make sure you have these in place or you have a structure to address these practical steps.

The ‘theory’ or the atmosphere of your company is also important - is it an open, approachable and accountable environment? Can people honestly ask questions of each other respectfully? Do people feel micro-managed or that they have to be ‘present’ at all hours via email and a ‘bum on a seat’??

By getting the right balance of practical and theory, your company culture can become aspirational and useful for your employees.?

2. Analyse Competitors

When reviewing your company culture, it’s important to analyse what your competitors are doing, especially in the post-pandemic landscape of the tight job market.?

This isn’t to simply copy your competitor but rather look at what they are doing, what’s working or where you sit at an advantage or disadvantage. By reviewing competitors, you can ensure that your current staff want to stay with you, but that you also grow your ability to attract new talent away from competitors through your culture.?

3. Monitor and Check In?

It’s important to monitor your company culture, particularly after you make any significant changes.?

Check in with staff at all levels and ask them a range of questions that will help determine how your culture is making a difference to your staff, to your performance and reputation within your industry. Does your culture make a difference for your employees? Do they find it practically useful for them, and does it increase their desire to stay with your organisation??

Remember to ask tough questions of your staff, and harbour an honest, open environment for answers to be shared - is the company culture working? Or where could it be improved? By checking in with staff at all levels, you can maximise the benefits of your company culture and ensure it helps to retain and attract talent, paves the way ahead of your competitors in your industry, boosts productivity, performance and your reputation.?

David Bell is CEO at The HR Department