What is Organizational Culture? Understand now how this greatly influences your business in a positive way, but it can also be negative if it is not well handled. And that's why many companies make a point of taking care of this matter very well, such as Google, Netflix, Nike, Apple, in short.
So, discover what a company's Organizational Culture is, all its importance and how to define it in your business in 06 practical steps. And all in a very simple way! You want to receive tips and information to set up your own business.
So subscribe to this channel and stay on top of everything you need to know to start your own business. To try to make this matter clear to you, let's address the following points: 1. WHAT IS ORGANIZATIONAL CULTURE?
2. ALL ITS IMPORTANCE 3. ITS 06 MAIN TYPES 4.
06 SIMPLE STEPS ON HOW TO APPLY IN YOUR COMPANY So, let's go! 1. WHAT IS ORGANIZATIONAL CULTURE?
Basically, it represents the company's values to all the people who are part of it. In other words, it is the manifestation of a company's values. In other words, it is a reflection of the ethics, values and morals that the company has.
It is she who will guide decisions and prepare the company for the future. And so, it guides in a natural way the paths to be followed. The organizational culture is related to what employees consider important and apply in their daily lives in general.
Likewise, we can say that it defines the way the company conducts its business. As well as dealing with your stakeholders, such as partners and customers. And one of the main goals of organizational culture is to make the work environment conducive and pleasant.
And so, make everyone have a sense of the individual and the collective as well. And, consequently, provide a good place to work and live. This means that employees are always motivated and produce more every day.
Therefore, organizational culture is more than a company's manuals and values. But yes, what she actually does on a daily basis. FOR EXAMPLE: A company says that one of its values is sustainability, but in its daily life it does not carry out any major sustainable practice.
That's a pretty flawed organizational culture. Or another company that has innovation or technology among its values, but in its day-to-day, does nothing technological. This is another example that organizational culture is not right and will not work.
2. ALL ITS IMPORTANCE With the organizational culture, the work environment gets even better. When the company's values are clear, the relationship between people tends to be much better and transparent.
In this way, the engagement on the part of your team will also be greater. Mainly because everyone will feel motivated and valued because they believe in the values of the company they are working for. In addition, your company will be able to attract talent that will really add value to your business.
In other words, competent professionals aligned with your business, who really believe in the organization's values. As well as retaining all these qualified professionals. They will want to make a career in your company, which is harder to do these days.
Still, retaining good professionals is of great value and important because they already understand, believe and live the business in a genuine way. As a result, your teams will work in a cohesive, harmonious and well-motivated way. And, thus, your company's growth will be constant.
The results and objectives will be achieved in an organized and planned way. Likewise, the organizational culture will provide the satisfaction of its customers. Because everyone in the company will be focusing on that.
In other words, employees felt responsible for the company's results. And so, they will work seriously and consistently to make all their customers happy. And, consequently, increase your sales and profits further.
3. 06 EXAMPLES OF ORGANIZATIONAL CULTURE Basically, there are 06 main types of Organizational Culture, which are: 1. PEOPLE CULTURE People culture focuses on horizontal structures.
In other words, people are the most valuable assets the company has. Interpersonal relationships of employees, whether among themselves or with customers, partners or even society, for example, are valued and considered in the way of conducting business. 2.
CULTURE OF RESULTS The culture of results prioritizes the generation of results and goals. As well as paying close attention to competitors and the general behavior of the market as a whole. Here, all employees must focus on the results and objectives proposed in their plans, literally.
3. CULTURE OF POWER In the culture of power, it is established that the hierarchy needs to be respected at all times. However, it does not just mean authority imposed, but conquered.
In other words, employees are instructed to believe in their leaders and follow their directions. 4. CULTURE OF INNOVATION In relation to this type of culture, ideas and innovations are the focus.
Here, employees are encouraged to express their opinions, share innovative solutions or just get out of common sense. In fact, creativity and trying to find something new are highly valued. 5.
TASK CULTURE Here, the focus is on efficiency. This model makes everyone dedicate themselves so that all tasks are carried out as planned and necessary. 6.
HOLISTIC CULTURE In this type of culture, everyone must connect with each other and understand that everyone's processes in the company have a significant impact. In other words, understanding the business as a whole. Therefore, communication between areas is very important.
Mainly because it helps to determine the role of each employee and improve the organizational climate in the company. In other words, all departments have aligned objectives, means and processes, and collectively work towards a common good. This type of culture inhibits internal competition, in addition to unifying the company.
Because a holistic view helps employees better understand their responsibilities and attitudes towards the entire company. 4. 06 SIMPLE STEPS ON HOW TO APPLY IT IN YOUR COMPANY 1.
FOUNDERS AND LEADERS' MENTALITY First, organizational culture arises from the mindsets, beliefs, values and purposes of its founders and leaders. And, of course, also based on the differentiators of the business. In addition, leaders have a central role to explain, demonstrate and make all this clear to employees.
And yet, inspire all the people who work in the business and believe in the purposes. Mainly, transmit this every day, in the company's daily life. 2.
TEAM ASSEMBLY After defining the company's values, managers know the expected profile of each member of their team. And this directly involves hiring your employees. In other words, it is very important that each person in the company believes in the points we talked about in the previous item.
For example: if the company has an organizational culture with more autonomy in the processes, the ideal would be to hire people who have more initiatives. Otherwise, the expected autonomy will not happen. And build trust between employees and teams.
This way, everyone will be more open to dialogue and feedback. In this way, they will be more likely to develop empathy and generosity in their work routine. And that goes for everyone, including directors and leaders.
3. TRAIN ALL LEADERS Another important point is that your company's leaders need to be well trained. Also because they are largely responsible for influencing and inspiring other employees.
That's why investing in training that teaches leadership skills is the key to building successful leaders. 4. PROMOTE INTERNAL COMMUNICATION Encourage internal communication to always take place in a natural and pleasant way.
Also, create channels that facilitate this process. Keep in mind that lack of communication is one of the main causes of disrupting the organizational culture of any type of business. 5.
ENCOURAGE ALIGNMENTS Promoting regular alignments will greatly help your organizational culture. In addition, you'll be able to define processes to make people optimize their daily tasks. And also, understand if everything is going according to plan and aligned.
Here, they can be daily, weekly, fortnightly, monthly, in short, practical meetings. The important thing is to promote meetings so that everything is always clear and aligned. 6.
RECOGNIZE YOUR COMPANY'S TALENT Recognizing and rewarding employees who stand out for their work or attitudes is essential. If they're trying hard and delivering good results, they deserve it. Whether through a salary increase, bonuses, positive feedback or even a celebration, for example.
Believe me: this makes all the difference. Because all employees felt motivated, grateful and proud that they are being valued by the company. That they really matter and can make a difference in everyday life.
In fact, there will be a sense of belonging on the part of professionals. And a very important job to be done for the organizational culture to work well every day is Endomarketing (or Internal Marketing). Basically, marketing is used for the internal actions of a company.
In order to improve the company's image for its employees or employees. Show that everyone is very important and valuable. So, if you want to go deeper into endomarketing, you can watch our very practical video on this subject, clicking this button up here or the link we left in the description.
Did you see how the Organizational Culture is very important for any type of business? Surely, when well worked, it will make your company have a very good working environment and conducive to achieving all the results. Believe me!
And just to recap what we said here: 1. WHAT IS ORGANIZATIONAL CULTURE? 2.
ALL ITS IMPORTANCE 3. ITS 06 MAIN TYPES 4. 06 SIMPLE STEPS ON HOW TO APPLY IN YOUR COMPANY We hope you enjoyed!
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