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Recently in on our 'Inside our World of HR' series we discussed best practice leadership and ways to influence your executive teams to drive performance.

The company culture is something that is not always at its peak when you join a business nor is it available 'off the shelf'. But, as we discussed in our latest HR Community Podcast with Vanessa Riley from Richard Crookes Constructions , a company's culture can be transformed and HR leaders have a key role to play in driving this.????

Essentially, your company culture is the personality of the organisation, and it shapes the environment in which people work. It can define the reasons #WHY people come to work each day and also tell you their #HOW .

Your company culture is a combination of #values , #beliefs , #attitudes , and #behaviors that shape how things get done within your organisation. A company culture that aligns with an organisation's values can lead to improved productivity, employee engagement, and job satisfaction. ???? However, in contrast, a culture that doesn't align with an organisation's values can lead to low morale, poor employee performance, and high employee turnover????. Human Resource leaders play a significant role in supporting the development and transformation of a company culture. In this article, we will discuss examples, top tips, companies, and what to avoid doing when developing or transforming company culture.

Why is company culture important?

In today's competitive world of work, developing a strong company culture is critical to a company's success. A strong culture can improve employee engagement, productivity, and job satisfaction. Human Resource leaders play a vital role in developing or transforming a company culture. They are responsible for shaping the workplace environment, attracting and retaining talent, and promoting a positive work culture. If culture is NOT part of your business strategy, then I highly recommend you hire strong HR practitioners who can help you or enable your current people & culture team to drive this.

Company culture is essential for several reasons. It can impact employee #engagement , #productivity , and #jobsatisfaction . When employees feel that they are part of a positive culture that aligns with their values, they are more likely to be engaged and productive. In contrast, when employees feel that their workplace culture does not align with their values, they are more likely to be disengaged and unproductive.

A strong company culture can also help attract and retain top talent. In today's competitive job market, employees are looking for more than just a job; they want to work for a company that aligns with their values and provides a positive work environment. Companies with strong cultures are more likely to attract and retain top talent.

The role of Human Resource Leaders in developing or transforming a company culture

Human Resource leaders play a crucial role in developing or transforming a company culture. Yes, policies and procedures that promote a positive work culture are important, but this is only one element. Influencing your executive leaders to drive this from the top down and create an open, collaborative and supportive environment for workers is key. HR Leaders must also lead by example and demonstrate the behaviors that they expect from employees.

Human Resource leaders must be involved in the full employee lifecycle from hiring, to ensure that new hires align with the company's values and through development and exit. HR should drive and implement training programs that promote a positive work culture and coach leaders how to get the best from their teams - creating high performance and engagement. Finally, Human Resource leaders must continually monitor and evaluate the company's culture to ensure that it aligns with the company's values. A culture can be transformed to be a better & positive environment to work but i can also take a flip backwards, which we have seen in other times of rapid change over the past few years.

Top HR Tips for your company culture:

1. ???????????? ?????? ??????????????'?? ????????????: The first step in developing or transforming a company culture is to define the company's values. These values should align with the company's mission and vision. They may also change as the company grows and drives in a different direction - which is something alot of companies forgot when going through change, M&A, divestment or growth. Defining your values is far beyond a 'shiny' website page. It goes deeper and can be enhanced by a specialist in culture or your own people.
2. ???????? ???? ??????????????: Human Resource leaders must lead by example and demonstrate the behaviors that they expect from employees. Showing up and driving your culture strategy. Investing time into data and analysis to promote best practice culture and engagement and encourage improvements where there are gaps.

3. ?????????????? ??????????????????: Involve employees in the development or transformation of the company culture. This will help ensure that the culture aligns with their values. Ask them, listen to them and apply. Ask new employees what it was about the brand that attracted them. Ask current employees why they choose to come into work for you company every single day and finally ask those who have left. Not every exit is performance led. A thorough exit interview can convey some pretty interesting nuggets to improve your business and its culture.

4. ?????????????? ?????? ?????????????????? ???????????????? ????????????????: Develop and implement training programs that promote a positive work culture. Drive performance and engagement with your leadership team. Encourage leaders to create collaborative and innovative work environments. Invest in data, systems, training and external coaching to drive this

5. ?????????????? ?????? ???????????????? ?????? ??????????????'?? ??????????????: Continually monitor and evaluate the company's culture to ensure that it aligns with the company's values. One of the best stories I have heard throughout my HR recruitment career, was a HR leader who applied to jobs with her own organisation to test the process, sat at the back of internal meetings to hear who was actually being heard, attended all social events to get the 'outside the office' feedback and continued to immerse themselves in their business to improve it every single day....now that is truly making a difference as a HR leader.

Final words:

Whether you are reading this as a HR leader or as one of the many thousand readers subscribed to our 'Inside our World of HR' series we hope you have started to think about your culture work culture or more importantly, the culture that you thrive to have. In times of volatility and constant change in demands in the workforce, it can be easy to slip back into old ways but remember, talent continues to transform and the needs of our organisation will continue to be in demand far into the future. Getting your culture right, will make your organisation a high competitor for talent at all levels.

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