How to win in corporate culture

Before you hire your first employee, the corporate culture begins to form and grows organically as your company grows to dozens of employees. The bigger the company, the more it needs to form cultural values ​​and practices to ensure that the entire team works together. A strong corporate culture helps motivate employees, attract new employees, and encourage innovation. Then, how should corporate culture develop and when should the tone be set?
Organizational behavior experts and successful leaders have shown that companies should write down their values ​​and cultural tone between 60 and 100 people. Companies like Netflix and Hubspot have more than 100 pages of information explaining their corporate culture. Corporate culture will be your beacon of growth, and the key point is that corporate culture should be derived from the company's existing style so that your employees can get a real experience.
Given that everyone – from intern to manager to CEO – has a different understanding of the company, there will be a different perspective on the company's corporate culture. So, you also need to think about how to put values ​​into every corner of the business.
Get feedback from everyone
Let everyone come to express their opinions, whether it is a written survey, a group discussion, a one-on-one conversation, or any other form, so that you have gathered opinions about the corporate culture of employees in all aspects of the company. Wharton professor Adam Grant believes that the collection of written opinions has many benefits, allowing employees to have more time to think, allowing more intrinsic people to participate and hear more innovative ideas.
2. Refine ideas or patterns
From the feedback collected in the first phase, you can see what the companies in the eyes of all employees are, and see how they express corporate values ​​that have not yet been formally determined but are ready to go. When analyzing these feedbacks, please categorize them according to different categories, perspectives, or patterns. If your company is not growing fast or across geographies, all feedback should be roughly the same. But if the difference is very large, it must be noted, because it means that there are different corporate views and values ​​of different cultures.
3. Create a steering committee
To refine your thoughts, create a steering committee to dig deeper into the feedback you gathered during the first phase. Members of the organization can be randomly selected from various departments, or they can be voluntarily generated by employees. BMS Mycoskie, the founder of TOMS, created a steering committee using employee self-recommendation or mutual referral.
4. Analysis and follow up
Once you have a steering committee, you should meet regularly to discuss the topic across the company and follow up. The number and length of meeting rooms is freely determined by the size of your company, but the goals are always set to emphasize the specific values ​​and principles of your corporate culture. The Steering Committee should also work with management, human resources, or other key departments of the company to ensure that the final conclusions represent the leader's perception of the company's values ​​and its future positioning.
5. Make corporate values ​​real
When you reach a consensus, you need to think about how to make your values ​​real, memorable and easy to understand. In my own company, we have just created a mascot for each of the ten values ​​and are now on the poster in the office. When we introduced them to our employees for the first time, members of the Steering Committee gave examples of how our employees embodied these corporate values ​​in their practical work.
Your corporate culture will change as the company grows and the industry changes, but the corporate culture so defined will motivate your employees to be proud of being part of the business. (Source: Entrepreneur entrepreneur)

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