by Corey Mosley

Why is organizational culture important, you ask? Your culture impacts everything from performance to how your company is perceived in the media. This article looks at 7 reasons why your organization needs to do some soul-searching.

Why is it important that your organizational culture be one way rather than another?

Turns out it’s important many. Organizational culture is extremely important to the success and overall health of your business, your staff and your customers. So it’s worth spending time thinking about why your company culture is the way it is and why it’s important that it stay (or change).

Let’s look at seven reasons why organizational culture matters.

1. Organizational culture defines the internal and external identity of your company

Here’s a brainstorming exercise: write on a piece of paper five attributes that best describe your organization’s culture. You could write something like “good work-life balance” or “lots of meetings” or maybe “team player”.

Now spend a few minutes thinking about why each of these attributes is important to your particular organization. Why is it important for your business to have a good work-life balance? What makes these cultural attributes valuable to your employees and customers?

Peter Ashworth Explain that your organizational culture “defines for you and for everyone else, how your organization does business, how your organization interacts with each other, and how the team interacts with the outside world, especially your customers, employees, partners, suppliers, media and all other stakeholders.”

In other words, your organizational culture will permeate all aspects of your business because it represents the path you are doing business. It is both your identity and your image, which means it determines how your staff and customers perceive you.

2. Organizational culture is about living your company’s core values

Your culture can be a reflection (or a betrayal) of your company’s core values. The ways you conduct business, manage workflow, interact as a team, and treat your customers all contribute to an experience that should represent who you are as an organization and how you believe a business should be run. In short, your culture is the sum of your company’s beliefs in action.

If the values ​​you embrace don’t align with your culture, it could mean that your “core values” are a list of meaningless buzzwords, and your employees know it.

But if the values ​​you embrace don’t fit your culture, that’s a problem. It could mean that your “core values” are a list of meaningless buzzwords, and your employees know it.

A strong organizational culture keeps your company’s core values ​​front and center in all aspects of its day-to-day operations and organizational structure. The value of doing it is incalculable.

3. Your culture can turn employees into advocates (or critics)

One of the biggest benefits of a strong organizational culture is that it has the power to turn employees into advocates.

Your employees want more than a regular salary and good benefits; they want to feel that what they are doing matters. And when your employees feel they matter, they’re more likely to become culture advocates—people who not only contribute to your organization’s culture, but also promote and live it internally and externally.

When your employees feel important, they are more likely to become culture advocates.

How to achieve it? One way is to recognize good work. A culture that celebrates individual and team successes, that gives credit where credit is due, is a culture that provides a sense of accomplishment. And it’s a way to turn employees into advocates.

Again, if your company culture does not do this, you could be inviting criticism.

4. A strong organizational culture helps you keep your best people

It’s no surprise that employees who feel part of a community, rather than cogs, are more likely to stay with your company. In fact, that’s what most job seekers are looking for in a company.

Ask any high-profile artist what keeps them in their business and you’re bound to hear this answer: people. This is because a people-oriented corporate culture is very attractive (see bit.ly/cultureappeal). This helps improve engagement, provide a unique employee experience, and make your employees feel more connected.

One way to attract top performers who are champions of natural cultivation is to hire for cultural fit.

5. A well-functioning culture helps integration

Organizational culture also has the potential to act as an aligning force within your business. This is particularly the case for new hires who, most of the time, have given a lot of thought to the type of culture they are entering.

Your organization’s culture is essentially a guiding force for them, so it’s important that it starts with onboarding.

write in Forbes, George Bradt further explains, “People fail in new jobs because of poor fit, poor performance, or poor adaptation to the changes ahead. Assuming you’ve aligned the organization with the needs of your new hires and acquired them the right way, your onboarding program should meet their needs (so they can do real work), equate them to organization (so they fit in culturally) and accelerate their progress (so they can deliver and adapt).

6. Your culture turns your business into a team

A successful organizational culture brings the people in your company together and keeps them aligned. When your culture is clear, different perspectives can come together behind it with a common goal. Your organization’s culture sets expectations for how people behave and work together, and how well they function as a team.

This way, culture can break down the boundaries between siled teams, guide decision-making, and improve overall workflow. On the other hand, a toxic organizational culture has the ability to do the exact opposite.

7. Culture impacts employee performance and well-being

Reports show that organizational culture has a direct impact on performance and, more importantly, on your employee well-being. A healthy culture addresses both of these areas by finding an appropriate balance based on company values.

Does your company emphasize performance to such a degree that you feel like your physical and mental health is neglected? The could be able There are instances where this may not be a problem, but in the vast majority of cases it will have a negative effect on your business.

Paul Barrett abstract kindly, writing that “employee wellness strategies have the potential to bring huge benefits to employees and employers, but they must be introduced in the right way for the right reasons at the right time. To be effective, they must be developed holistically, consistent with a corporate culture conducive to their success. This means supportive management behaviors, flexible work options, and an open culture that allows employees to speak up and, for some, have a say in shaping the work environment.

Conclusion

These are just a few of the reasons why organizational culture is important, but they are a good starting point to get you thinking about what your own organization brings to the table. What is important in your business can be totally different depending on the situation.

So what are your next steps? Find out which aspects of your organizational culture are most important to your employees and consider performing a cultural audit. Your goal is to find out what your employees value most and support it. Congratulations, you are about to create an amazing workplace.

Corey Moseley is a writer for hustle This article originally appeared on the Jostle Blog, by Jostle Corporation. Jostle Corporation is the creator of a new type of intranet for employees. Learn more about www.jostle.me.

To learn how to build a strong organizational culture, go to the stampede webinar on the subject, HERE.