When conducting a 2017 study on successful company cultures, Entrepreneur and Culture IQ rated companies on these 10 categories: communication, support, collaboration, agility, wellness, mission and value alignment, work environment, performance focus, and responsibility.
These values strengthen your employees and how they see the company. You may notice that they focus on more than the company’s profitability or how hard the employees work. Naturally, these are important for your bottom line. But the bottom line in your company culture is just that: at the bottom.
Building a Strong Company Culture
How can you apply these pillars to your own company?
Focus on making your employees feel supported and encouraged, with good communication between all parties to foster trust and cooperation. Remember that younger generations especially like to feel trusted, challenged, and mentored. They might not want to stay and invest in your company if they feel easily dismissed or that there is a lack of trust on either side.
Build a good work environment for your employees as well–one that is safe, comfortable, and conducive to work. And remember to add in fun! Employees like something to look forward to or celebrate, like holidays or team lunches. These shatter the risk of monotony that can wear down anyone.
As you work on this, understand that a healthy work environment is more than just physical; every employee should feel at ease coming to an atmosphere of communication, partnership, and trust rather than drudgery or hostility. No one should dread coming to work!
Remember that money and other perks alone aren’t sufficient motivators. If you tie employee performance or company value solely to money, you can create an undesirable company culture and risk high turnover among employees who want more than simply higher pay.
A Culture of Values
As you build your company culture, find ways to incorporate specific values into your work environment. Zappos, for example, has 10 core values that build an extremely healthy culture. And not all of them are bland, boring cop-outs; these are well-thought-out values that a new hire could be proud to incorporate.
Does your company have values (such as company goals or standards) that apply to everyone, from the CEO or franchisor to a brand-new hire? Hold everyone to the same standards of a company goal and values. This will help every employee feel important, especially if you can show how their work–even if it’s small or menial–contributes to the overall success of your business. Millennials especially can be disheartened by “meaningless” work that seems to have no direct relation to the health of the company.
Don’t just hire anyone who could do the job. When selecting a new hire, decide how they will fit into your company culture. Do they already have a head start on the values you’re using to drive your business? Will they improve your business and not just fill a role? Also, how will they work with your current team? These are attributes Twitter uses to hire their team members.
Your business is more than numbers or an arrow on a graph showing your profits. Work now to instill a healthy company culture throughout, from your corporate headquarters to the newest, smallest franchise. Your business will thank you later, with less turnover and a more attractive environment for new employees.