Four Ways to Develop and Manage Your Corporate Culture

Four Ways to Develop and Manage Your Corporate Culture

When you think about companies with a strong corporate culture, you might think of Google or Facebook, companies with open-office space, focus on teamwork and employee office parties. However, does this mean that a company with a traditional structure, one with clearly defined roles and hierarchies, does not have a strong culture? Whether you are a leader of a Fortune 500 company or you are the sole owner of a smaller company, there is no “one size fits all.” By following the following four principles, your organization can develop and manage its corporate culture in a way that improves its operational and financial success.

Identify your industry. What does success look like in your industry? A culture of risk-taking might be reasonable for a large advertising agency, but for a book-publishing company, not so much. Once you identify your industry, think of what cultural priorities would help your employees achieve success. Southwest Airlines, for example, is known for its top-notch customer service and corporate culture. They have identified that in the competitive airline industry if they treat their employees right, they will treat customers right.

Think about size. For small companies with employees of 25 people, a flat organization structure might be great; it can foster teamwork, inclusiveness, and equality. However, for a larger company of 1000+ people, such as Facebook, it can be more complicated. Construct your corporate culture based on how you can best engage your employees.

Company goals. Your company’s short and long-term goals are paramount in determining your operational culture. For example, if you have recently had large growth in your company vs. if you recently downsized, it’s important to take that into account when thinking about your culture. If you’ve had recent growth, perhaps it’s time to put more processes in place or vice versa.

Your employees. Your company is made of different people with different values and needs. You may not know each employee personally, but it is important to know what kind of corporate culture they need to stay motivated. Do your employees thrive in a culture of collaboration and empowerment? If so, you may empower your employees by limiting the number of approvals needed for projects or setting up an easy way to convene on team projects.

When developing and managing your corporate culture, remember every business’ corporate culture is unique. The culture that works for Google and Facebook might not work for Squarespace. Work as a team to achieve a culture that works for your organization, one that motivates and engages your employees.

Are you ready to manage your corporate culture? CoachDiversity Institute works with forward-thinking corporations, foundations, nonprofit organizations, and government entities who are ready to grow their business and improve their financial success. Contact us today to learn more.