A lot is being talked and written about Organizational Culture these days, but I have realized that most organizations have utterly failed to grasp the true essence of it. To tell the truth, the whole buzz around the organizational culture is a fad; something which adds to the idiosyncrasies of marketing in today’s Digital era, which will fade away sooner or later.
However, the organization’s who have really sweat hard for inculcating an Organizational Culture which puts employees and employer in a near perfect harmony will reap numerous benefits in the long run and will ascend to unprecedented heights.
You don’t have to take my words as an epiphany; in fact, these words describe the crux of my professional experience as an H.R manager across the industries – Fashion, Skill Development & now affiliate marketing to be precise.
Frankly speaking, Rightful Group is one of the very few companies that I have ever known/worked with that have kept a very holistic approach towards setting up an ambiance which thrives on Organization-Employee symbiosis and results bear witness to this fact.
In recent times, we have been able to attract top talents from Metropolitan cities, who were so enchanted with our Culture that they couldn’t resist quitting their jobs in Blue Chip companies and joining us.
What made them join us? What allured them? What was that thing which they couldn’t find in some of the best companies in the world? The answer to all these questions is simple yet a complex one. If I had to answer in one line, I would say that we have taken Organization Culture very seriously and it’s very deep rooted and runs through all the channels and verticals of Rightful Group.
Are you like Eh? Chill… I will share some insights on inculcating, nurturing and harvesting Organizational Culture which will definitely sail your boat if not give you an otherworldly outcome.
Well, I have been privileged enough to be a part of most of the Rightful Group’s culture building endeavors and that literally helped me to broaden my mental horizons. The most difficult part was to get started and convince people to actively participate in intra-organization activities as most people were used to a relatively monotonous workspace and showed their reluctance to embrace the change.
The overall idea was to break the ice among colleagues and give everyone a forum where they can express themselves without any repercussions. It not only led to transparency but also fostered creativity within the employees as expressions and differential thinking go hand in hand.
We have also organized many training sessions, which instilled positivity in the psyche of our employees and lifted their morale.
Also, we have been very particular about rejuvenation. It’s no great secret that the stress and challenges of modern day life are likely to pent up a lot of frustration inside us; however, a little change can do wonders. Therefore weekend trips have been a very integral part of our plans and they have really motivated our employees to work with full thrust during weekdays and revel with joy during the weekends.
Whatever you plan/do to establish a fascinating culture, here are the 3 commandments which you need to keep in mind:-
Culture isn’t something that happens out of the blue. It needs to be embedded into every function of the organization so that people in your company can justify why they do what they do.
At my firm, we attempt to be extremely purposeful about what we remain for and how we approach our function. Since we’re clear about our identity and what we esteem, we’re ready to express our objectives to customers and representatives firmly.
Leaders regularly consider slip-ups to be reformatory events, however, ordinary oversights shouldn’t be managed so brutally. Rather, discover the main driver, and assess how procedures can be enhanced to keep similar slip-ups from being rehashed.
Consider entrepreneurs. They commit errors continuously until the point that they figure out a Talisman. Had they stopped after one error, they wouldn’t have tasted any success. Allow your employees to learn, and forgive along the way.
True Leaders set the pace for culture; they don’t order from the top. It can’t be doled out in an email or a calendar, and it must be brewed with everything the company does.
You may tell individuals that your culture emphasizes on something, however in the event that leaders don’t exhibit that in their daily jobs and you’re in a bad position. Managers and workers alike should comprehend the qualities and standards that apply to and steer your organization.
Hope this blog turns out to be useful for you.