From Abstract Values to Concrete Actions: The Power of Codifying Company Culture

Did you know the Roman Empire at its zenith, though mighty had no written constitution? Instead, they thrived on an unwritten understanding of "how we do things round here."?

This informal consensus guided their society until it eventually disintegrated, contributing to the empire's fall. If your culture is led purely by a sense of “how we do things around here”, you too could be leaving your empire vulnerable. Granted, that's an assumptive leap but stay with me...

Your company’s culture is more than just a collection of perks or the aesthetic of your office; it is the core set of values, beliefs, and behaviors that define your organisation. This cultural blueprint serves as the foundation for your business’s success. It provides direction, fosters innovation, and nurtures a sense of belonging among employees, and done well drives profitability and efficiency.

Without a clear, articulated set of values, it can easily be misinterpreted or lost altogether. Herein lies the power of codifying your culture. By explicitly stating your organisation's unique values, you transform abstract ideals into concrete guidelines. These guidelines form the bedrock upon which your company's "empire" is built, offering clarity, alignment, and a unified sense of purpose.

To ensure your cultural foundation is solid and enduring, follow these five steps to capture and codify your culture:

1. Identify Core Values: Begin by pinpointing the core values that genuinely represent your organisation’s identity. Engage with employees across all levels to gather diverse perspectives on what these values should be. This inclusive approach ensures that the culture is not just top-down but truly reflective of the entire company.
2. Document Behaviors and Practices: Once you’ve identified your core values, document the specific behaviors and practices that exemplify these values. Provide real-life examples and scenarios to make these behaviors tangible and actionable. This step transforms abstract values into concrete actions that employees can understand and emulate.
3. Communicate Consistently: Regularly communicate your values and the behaviors that support them. Use multiple channels—meetings, newsletters, intranet, social media—to ensure the message reaches everyone. Consistent communication reinforces the importance of these values and keeps them top of mind for all employees.
4. Integrate into Processes: Embed your values into key organisational processes, such as hiring, onboarding, performance reviews, and decision-making. For example, during recruitment, assess candidates for cultural add alongside skills and experience. This integration ensures that your values are not just words on paper but actively influence how your organisation operates.
5. Reinforce and Evolve: Culture is dynamic and should evolve with your organisation. Continuously reinforce your values through recognition and rewards, and solicit feedback to keep them relevant. Periodically review and update your cultural guidelines to reflect changes in the business environment and organisational growth.

When these values are consistently communicated and reinforced, they become embedded in the fabric of your organisation, shaping decisions, actions, and interactions at every level.

Codifying and sharing your organisational culture is not merely an exercise in feel-good corporate rhetoric; it is a strategic imperative.?

If you want to explore how you can develop a more robust cultural foundation for your organisation, schedule your deep-dive call with ourr team. We will work with you to understand your unique needs and challenges and provide tailored advice on how to best capture and codify your culture.

Click here to schedule your deep dive call.

Ready to dive in without help? We’ve just launched our first DIY offering for clients with the time and the team to conduct your own cultural audit. Learn more about the introductory discounted offer here