My Thoughts on Company Culture

I've seen a variety of corporate cultures in my career - some great, some good, and some that, umm, stunk like last week's garbage. What is the difference between the great and the forgettable? The energizing and the regrettable? I don't think it's science, I don't think it's the lack of reading the latest Harvard Business Review or Forbes post on culture, and I don't think it is luck of the draw. 

I will do my best to refrain from business-speak or very esoteric advice (think "create a bonding ritual" or "embrace your frontline cultural ambassadors" - who talks like that, anyway?) and instead I will just speak my mind. This doesn't seem like rocket science to me, but maybe I'm just missing something. Anyway, without further ado, here are my thoughts on what to avoid. Leaders, pay attention and remember that you are in charge of building a great culture - it isn't just HR's job.

If you think you are smarter than everyone else and you make sure to remind all of us each and every day, your culture is going to suck. Like George Zimmerman of Men's Wearhouse says: "I guarantee it".  

If you think you are special simply because you are a level or two higher on the org chart than many others, your culture is going to suffer. 

If you like to keep secrets and pretend things are more complicated than they really are, well you guessed it. Your reward will be a less than ideal corporate culture.

If you treat your staff like a big blob of easily replaceable widgets, then repeat after me: "I am not valuing my most important asset". They, in turn, at best will treat you with the same level of indifference.

If you are in love with your spacious office and you insisted on having furniture a different hue than everyone else, I will give you 5 to 1 odds that you disenfranchised yourself and took a big bite out of positive culture. 

Lest you think I'm in a completely negative mindset, let me mention some good things to do:

Be yourself. No one expects you to be perfect. In fact, showing everyone that you are human makes you more approachable and less intimidating. Embrace your imperfections and don't be afraid to laugh at yourself. 

Communicate. As they say, it is always better to over communicate than to under communicate. Communicate verbally, in writing, with facial expressions, emotions and with laughter.

Be friendly. Easy, right? Remember that your most important company assets have feelings, fears, hopes and dreams. Say hi, ask how their weekend was, or what projects they are currently working on. Don't just act like you care - do care. And show it.

Say thank you. Practice things like "thanks for staying late the other night", "thank you for working so hard on project X", or "I appreciate you being on the team". 

Don't be afraid of diversity. Diversity in thought, in approach, in culture, in experience, or in any other form. Different is good. 

Be inclusive. Everyone plays a role. Sometimes it's a larger role, sometimes a smaller role. Sometimes a role is obvious sometimes it is less so. But there are no individual victories. You win as a team or you lose as a team. Period. 

Hire people that personify the culture you want to build. Every time you hire someone, it's a vote for your positive culture or a vote against. Keep in mind that while it takes months to build and establish a positive culture, it typically only takes a few weeks to watch it begin to erode. Hire wisely.

Culture eats strategy for breakfast -- Peter Drucker

So there you have it. Nothing scholarly. Nothing complicated. Nothing that takes much time or effort. And certainly nothing you shouldn't already be practicing with your friends and family. Make sure you provide your staff with a collaborate and enjoyable work environment. It certainly ends up being a win-win, because happy employees will always outwork and outperform disgruntled ones. Every single time.

This post is from my personal blog on jefffudge.com.