Organizational culture, oftentimes, is an unsung factor of success. While leaders and managers are praised for their seamless strategy, proficient leadership, and visionary thinking, it is the company culture that strengthens the foundation of these aspects. Successful organizations ensure that their corporate strategy is elegantly amalgamated with the culture at the workplace. It is also the primary reason why organizations who follow the strategy of one successful organization cannot accomplish similar heights.
As Peter Drucker famously said, “Culture eats strategy for breakfast.”
However, culture is often a confused organizational aspect. It does not refer to a relaxed and comfortable workspace with couches, beanbags, table tennis, and coffee. Of course, it contributes to a better environment that boosts morale. But organizational culture is much more than that. It is the most evident in responses. The way your company responds to change. The way your teams respond to pressure. They way your sales and marketing professionals respond to clients. The way your operations team responds to vendors. Organizational culture is also evident in how excited people are when they go into work and how energized they still are at the end of the day.
A strong culture fuels morale, productivity, and collaboration. It gives the team a sense of purpose and a sense of belonging. People are not burdened by their work. They are engaged and energized throughout the day. And when they work, they do it to help the organization become better, not simply because it is their job. Leaders encourage their subordinates to be better versions of themselves.
Building an organizational culture is indeed a task. There are, however, a few things you can start with to build a strong culture that binds people together and takes the organization forward.
- One-on-One
Leaders should have one-on-one sessions with their subordinates once every month, or even a quarter. Ask the employees why they do what they do. Learn about their personal vision, what moves them, what they do apart from work. Foster stronger conversations and help them reflect on their growth. - Asking Questions
Conduct a survey. Let it be anonymous if that works better for the employees. Ask them what could be changed in the company. Involve them in the decision-making processes. Make them feel like they belong and contribute to the growth of the organization. - Communicate the Vision
Are your employees well aware of the organizational vision? Are all the activities executed in the company aligned to the vision? Communicate the vision often. Conduct small activities to strengthen the understanding of the vision. - Celebrate
Create smaller milestones for your larger goals. Celebrate each and every one of them. Acknowledge the extra efforts people put in. Appreciate them publicly and reward excellence. It goes a long way in bolstering the productivity and morale in the team.
Culture and strategy are strongly and inevitably intertwined. Be well aware of the synergy and leverage it to your advantage.
