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A pleasant working environment, transparent communication, strengthened team spirit, stimulated creativity or even a tenfold sense of belonging - these are the fruits you'll reap by installing a strong corporate culture within your organization. Perhaps you find this notion a little vague? In this article, we'll take a closer look at what goes into creating a strong corporate culture and a shared vision of the organization.
A pleasant working environment, transparent communication, strengthened team spirit, stimulated creativity and a heightened sense of belonging - these are the fruits you'll reap when you establish a strong corporate culture within your organization. Perhaps you find this notion a little vague? In this article, we'll take a closer look at what goes into creating a strong corporate culture and a shared vision of the organization.
A corporate culture is built on shared objectives and values that unite all employees. As part of the company's policy and collaboration processes, its imprint can be found just about everywhere: offices, dress codes, managerial postures, and so on. This consistency ensures that it remains firmly in people's minds.
Inspired by the company's history and the personalities of its founders, it cannot simply be the will of top management. All employees must be involved in defining it. As ambassadors for the company, they bring it to life on a daily basis in their dealings with service providers, institutions, customers, journalists and others.
(Quote) "Corporate culture can't be decreed, it has to be lived", Emery Jacquillat, CEO of Camif, on the Culture d'entreprise podcast.
You can organize workshops on corporate culture to reflect with your teams on your core values and their concrete representations. These words may seem abstract and will not have the same resonance for all individuals, so you'll need to take some time to clarify them together.
Some values that could guide your teams' steps:
- agility
- goodwill
- honesty
- friendliness
- responsibility
- sustainability
- inclusion etc.
For example, if you have chosen the value of "surpassing oneself", this can be illustrated on an individual level by bonuses when annual objectives are met, and on a collective level by participation in an annual race in aid of an association.
Is your company not yet on the scale of Google or Netflix? You can use their inspiring examples to think about your identity. Google has chosen to focus on employee well-being, offering a work environment that fosters innovation and creativity, with communal spaces, free services and spacious premises. The Netflix giant, for its part, has adopted a differentiating corporate culture, the opposite of the managerial practices most familiar in France, based on the freedom and empowerment of each and every one of its employees.
In France, start-up Alan has also shaken up the established rules of the workplace. "We have an atypical corporate culture. It's a culture that we didn't want to put up with, but one that we looked into at the very moment of our creation, with the conviction that, as with any individual, a company needs a healthy mind in a healthy body", explains Jean-Charles Samuelian, Alan's co-founder and CEO. Indeed, no meetings appear in the agendas of its employees, exchanges are all in writing and the company has no managers. A disruptive approach! "As a result, we are the opposite of a pyramid structure. We are very demanding when it comes to recruitment of our talent, and then empower them by giving them responsibility", continues to explain the CEO of the complementary health insurance company.
As early as the recruitment phase, culture needs to be strongly emphasized and explained. If, for example, a candidate is hesitating between two opportunities, he or she will undoubtedly choose the company whose culture appeals most to him or her. This is a real competitive advantage when it comes to convincing increasingly demanding employees.
In today's tense recruitment climate, theonboarding phase remains a crucial stage. It's up to you to make the onboarding process unique and fun, and to make it a more engaging experience for the new employee!
Local managers are the first to disseminate these principles throughout the company. Responsible for implementing strategy, they ensure that actions and projects are carried out in line with established principles. Why not organize training sessions on these subjects?
As a result, employees are increasingly questioning the meaning of their work. To retain them, their managers need to show them that what they do every day is useful and has a positive impact on society. Thinking in terms of culture should help them do just that.
If you're looking to build a lasting team spirit, you'll want to set aside time for collective exchanges to consolidate vision or celebrate successes. Plan original experiences and unusual seminars to strengthen internal bonds. The aim is to get away from the usual work environment and store up shared memories. These interludes will shed light on what unites employees and facilitate future collaboration.
If you're already familiar with The Oasis House, you'll know that we design corporate seminars, team stays and team-building events to suit your HR objectives. With the fields as our neighbors, our large country houses invite you to experience slow work for a few days. Discover our sports and nature stays or our creativity and relaxation stays.
The culture must be faithful to the atmosphere within the company. It's not about disguising your commitments - your audience would feel manipulated. However, it's not always easy for managers to gather the views of their teams. To check that the culture still reflects their experience, you can set up internal surveys and regular polls.
Thanks to external communication based on distinctive values, you can gather a community of influencers via social networks. The new, ultra-connected generations now use these platforms to evaluate an employer brand. Take care of your pages by showcasing the essence of the employee experience.
Still puzzled? According to a study published by Gartner 1, when corporate culture is perceived as solid, it increases employee performance by 22%. The only downside is that it can also be exclusionary for some employees. Don't forget that complementary profiles are essential to the organization's progress and success.
=> You don't have enough time to organize your business trip, contact us !
Sources :
Podcast Corporate culture, episode 2, Mission as compass, Emery Jacquillat (Camif)
https://linkhumans.com/employer-branding-important/
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