Company culture can be a huge asset or deficit to a place of business. A company’s culture encompasses its values, politics and how its employees are regarded. While intangible for the most part, a company’s culture is still a very important aspect of how the company conducts itself, and can ultimately have a strong influence on who does and does not apply there.
Many hold the emergence of the Millennial workforce as the prime reason companies focus so heavily on company culture. For the Millennials, who make up the majority of today’s workforce, it’s not adequate to have just a secure job with benefits. Millennials, as well as older generation workers, now look for companies that offer flexibility, professional development and most importantly, have a good brand reputation.
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Managers should never disregard or ignore a company’s culture. After all, how can a manager create innovation in a company if they don’t understand the company’s ethics, practices, or values? It’s important for all managers to sense and try to understand a company’s culture as they contribute in various ways to the company.
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Business owners, managers, and HR staffers alike understand the true importance of a company’s culture. In fact a company’s culture has been recognized as the glue which holds a company together. To establish and maintain a strong company culture, a business leader should consider the five steps outlined in this article.
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Changing a company’s culture can be daunting. A manager or business owner could face strong opposition and adversity which in turn will call for a strong amount of cunningness and persuasion on the manager or business owner’s part to earn employee trust. A manager or business owner must also explain why there is a need for a culture change, be willing to allocate resources from one area to another, motivate workers, and clean away all in-house politics.
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