Culture:
The Way We Do Things Around Here
As long as you have a team, you have a workplace culture. Everyone who works for you knows âthe way we do things around hereâ. Sometimes theyâve received explicit instruction through an induction process or policy, but most times theyâve worked out how things are done based on whatâs happening around them.
Your employees donât just share a workplace. They share values, rituals, a language, behaviours, stories, and purposes that guide their approach to each task and interaction. Culture is pervasive, impacting not just the way employees engage with each other, but how they relate to your customers.
Culture:
The Way We Do Things Around Here
As long as you have a team, you have a workplace culture. Everyone who works for you knows âthe way we do things around hereâ. Sometimes theyâve received explicit instruction through an induction process or policy, but most times theyâve worked out how things are done based on whatâs happening around them.
Your employees donât just share a workplace. They share values, rituals, a language, behaviours, stories, and purposes that guide their approach to each task and interaction. Culture is pervasive, impacting not just the way employees engage with each other, but how they relate to your customers.
Read onmyHRexperts consider Leader, Culture, Appointment, Performance, Recognition and Wellbeing to be the six pillars of a best workplace. You are currently reading about the CULTURE pillar.
Best Workplace Pillar 2: Culture
Create a strong workplace culture in just 7 steps
1. Identify your desired culture
Think about the type of organisational culture youâll need if you want to achieve your business goals and align with your vision and values.
2. Assess the current culture
There are tools you can use that will assess your current culture and compare it against benchmarks.
3. Measure the gaps
Determine where the gaps are between your desired and current organisational culture.
4. Develop a plan to bridge the gaps
Plan for the culture you want and need with your team so that they have a sense of ownership in the process.
5. Implement the plan with your people
You canât do it alone. Involve everyone. Communicate what you need, delegate to your talented team of superstars and recognise achievements that contribute to the kind of culture youâre trying to build.
6. Play your part
Great leaders know the importance of celebrating wins â big and small, and recognising significant contribution at every level of the organisation.
7. Monitor and improve
Measure your culture at least every year to check where youâre at and plan for the following year. Pulse surveys are a great way to check in on a more regular basis with employees, assessing how theyâre feeling about the business, their role in it and culture.
Best Workplace Pillar 2: Culture
Create a strong workplace culture in just 7 steps
1. Identify your desired culture
Think about the type of organisational culture youâll need if you want to achieve your business goals and align with your vision and values.
2. Assess the current culture
There are tools you can use that will assess your current culture and compare it against benchmarks.
3. Measure the gaps
Determine where the gaps are between your desired and current organisational culture.
4. Develop a plan to bridge the gaps
Plan for the culture you want and need with your team so that they have a sense of ownership in the process.
5. Implement the plan with your people
You canât do it alone. Involve everyone. Communicate what you need, delegate to your talented team of superstars and recognise achievements that contribute to the kind of culture youâre trying to build.
6. Play your part
Great leaders know the importance of celebrating wins â big and small, and recognising significant contribution at every level of the organisation.
7. Monitor and improve
Measure your culture at least every year to check where youâre at and plan for the following year. Pulse surveys are a great way to check in on a more regular basis with employees, assessing how theyâre feeling about the business, their role in it and culture.
