A company’s culture plays an important role in a business. Culture establishes a unique identity. In a historic sense, culture is a way of life. It developed so that people from different cultural backgrounds are able to identify and represent a community. To exert this theory, office culture exudes the same characteristics. This assists with co-operative work that encourages improved development. It’s an evolving element that promotes enthusiasm, innovation, productivity and techniques to solve problems within the office. Building this type of workplace environment is paramount for the corporate soul.

Most entrepreneurs start a business for many reasons. One of them is to build and develop an office culture that is unique and differentiates from other organizations. This includes newsletters, websites, and especially job postings. It will give the essence of your business structure and represents what it stands for. It is challenging when a company does not have a specific way of doing things. Culture is necessary for a business to identify aspects of their organization to give a significant element that influences how work gets done.

The formula for successfully hiring the right fit for your company is pretty simple: clearly outline the goal and practices that characterized your organization. Not only will it make your company unique and stand out from other hiring processes, but you will also attract and retain talent that will be the perfect fit for the intended position. In the business world (and personal life), we tend to gravitate towards people we have something in common with. The hiring process should be no exception. Essentially, cultural fit means conventional or social practices associated with a particular field. As Lauren Kolbe, founder of kolbeCo said, “An employee who is not aligned with the culture and is not committed to living it can wreak havoc pretty quickly, even if they bring a great deal of skill and experience to their craft”.

One of the main things that can ruin a company’s hard-earned reputation, is hiring a decadent candidate that is completely off with the office personality. Employees represent your company even outside of work, so one bad discretion can affect an entire department and possibly decrease productivity and sales. This is why it is imperative to recognize a strong fit when you see it: by aligning your organization’s culture with strategy.

Building an office culture is important for more reasons than one. It also promotes employee’s happiness, in and outside of work. The tie in is to not have the staff dread coming in to work. An open line of communication between employees and management can avert minor concerns from becoming intense stressors. For Instance, companies that reserve employees to leave during traditional work hours for doctors visits, or to simply have a personal day to gather their thoughts or to clear their minds, allows employees to be well rested, eager and productive. There are many practices that elaborates good company culture, but one component that is indeed a major factor in sustaining an effective office culture, is recognizing the excellence of its employees.  This prides itself on being a pioneer in workplace culture by supporting employees’ personal and professional growth. Apart from hiring and retaining the right fit for your company, keeping your tenure staff exultant and engaged encourages a healthy work life balance.

 “Maintaining an effective culture is so important that it, in fact, trumps even strategy.”– Howard Stevenson

 

L. Paul | DBPC