How would an outsider—a client or customer, perhaps—describe your company’s culture? If you don’t have an immediate answer to this question, ask yourself why. All too often, our organizations don’t have clearly defined and discussed cultures, ones that support and galvanize their purpose. And this affects our people, both inside and outside the enterprise.
In organizations with self-aware cultures that harness the positivity, talent, and productivity of their workforces, team members express pride in what they do. They are happy to fulfil their role in ensuring not only that the work is done, but also that the work is done well. And this translates to customer and client satisfaction.
In self-aware cultures, people know what the company stands for and how their work reflects its mission. They also know their strengths and weaknesses and how they fit into systems throughout the company. This allows team members to grow and evolve, just as the organization—and its culture—grows and evolves.
Think of the passion with which most start-ups launch. That lustre is all too often lost with the passage of time, as systems become less efficient, missions get lost in day-to-day monotony, and the larger focus is dulled by cultures that reward things antithetical to the organization’s original purpose. Fortunately, though, that lustre can be regained with strategic work spent on addressing organizational culture. Read more here…
Source: The Undercover Recruiter