How to establish a healthy organizational culture?

The key to any successful organization is to build a culture based on a firmly held set of beliefs supported by strategy and structure. Every company has its own distinct values and priorities that mix together to naturally form the makeup of a company’s everyday environment.

The culture defines the proper way to behave within the organization, ultimately shaping employee perceptions, behaviors, and understanding. Thus, it consists of shared beliefs and values established by leaders and then communicated and reinforced through various methods setting the context for everything an enterprise does. 

Take a look at some of the benefits of creating a healthy company culture:

• You can attract top talents. Many HR professionals agree that a positive culture gives an organization a competitive advantage when it comes to recruitment. People want to work for companies with a good reputation from previous and current employees. 
• Employee loyalty. Not only will a healthy culture help recruitment efforts, but it will also help foster a sense of loyalty as well. Workers are much more likely to stay when they feel they are treated right.
• More dedicated employees. It’s no surprise that job satisfaction is higher since employers invest in the well-being of their people.
• Open communication. Employees are more likely to collaborate and come together as a team, leading to some fantastic results.
• More productivity. People tend to be more motivated and dedicated to employers who invest in their well-being and happiness.
• Higher morale. It is only normal that people naturally feel happier and enjoy their work more when they work in a positive environment.

If your company culture is suffering, know that there is no one-size-fits-all template that meets the needs of all organizations. However, here are some things you can try to improve it:

• Define your goals, and what do you want your culture to be? The first step is to develop your company’s mission, vision, and values. Once you know what your values are, you can envision what they would look like if they were embedded into the day-to-day workplace culture.  
• Evaluate your current culture. It’s not enough to simply say you have this or that value; you have to show it truly. So spend some time observing the way people at your company work, so you get better insights.
• Model the culture you want to create. If you say “integrity is a priority,” you might want to push executive leaders to own up to their mistakes. If you value creativity and communication, take time to talk to your employees or set up brainstorming lunches.
• Don’t try to force it. Define the corporate culture you want; however, understand that setting a good example is necessary but not sufficient. You have to communicate the values you want to see your employees reflect and convince them that they want to change too. It takes time for people to learn and develop new habits.
• Value your employees. Try to show interest in their lives outside of work and that you care about their well-being. They are your most valuable asset, and you need to communicate the support you can give them.
• Be consistent. Remember that communication and respect are crucial to creating a solid and healthy organizational culture. If employees are unhappy, evaluate the ways this culture is harming workplace efficiency and people’s morale. Try to stay true to your core values, and allow the culture to grow around them.

Do you think you should let culture evolve or homogenize every office? Which one helps you build a more vital and unified organization?