3 Ways to Establish a Positive Company Culture
The benefits are immeasurable and go far beyond financial success and revenue growth.
As a leader, if you're able to see that you're making a positive impact within your team and in your community, then you know the culture set forth within your organization is a positive one. A strong company culture attracts and retains better talent. When employees feel a sense of belonging to an organization, they're more likely to stay for the long term, resulting in lower turnover, fewer new hires and better chemistry among teams, departments and the business overall.
A positive company culture can allow leaders to pave the way for success and a lasting legacy. With these three practices you can help establish a positive company culture within your organization.
One of the most powerful benefits of better communication in the workplace is engaged employees. Employees that are more engaged in their work and with their team are able to better align with company objectives and goals. Good communication can also result in a more collaborative and productive workforce. A company culture focused on connecting with others allows managers to better understand the talents and skills of their employees. As a result, this can effectively establish a safe place for workers to think creatively and express ideas. By helping employees feel more comfortable, they will be enabled to take ownership of projects and overcome challenges, typically resulting in better relationships, workflow and more.
The insight provided through transparency and open communication lets leaders make more strategic decisions on delegation, employee development, team development and strategic initiatives to drive success. Communication isn't only about being able to more accurately and concisely present information and ideas. Communication is integral to sales, client relationships, team development, company culture and employee engagement.
Hire for culture fit and core values
At my company, we hire almost exclusively on culture fit and core values. Hiring for a cultural fit is the idea that the candidate has the personality and social skills to work well with other current employees, with the ability to bring and incorporate new ideas in a way that benefits everyone in and outside the company. Hiring for core values means hiring an individual whose values align with the company's — for us, this has everything to do with work ethic.
Diversity and inclusion also plays a huge role in not only hiring the right candidates for your culture but also in fostering a positive company culture. Historically, when choosing a candidate, the hiring manager makes the decision largely based on past experience in the field. Though, when looking for a candidate, sometimes hiring solely based on field experience is not conducive to company growth. By bringing in management or employees from other industries or with less experience, there is an opportunity for capitalizing on new ideas and processes which may have not yet been leveraged by the hiring company.
LinkedIn's Global Recruiting Trends report found that diversity is a key trend that has impacted the way organizations hire. According to the report's findings, 78 percent of companies prioritize diversity to improve culture and 62 percent of companies prioritize it to boost financial performance. A diverse and inclusive workplace is one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all areas of the workplace. Research shows that organizations with inclusive cultures are twice as likely to meet or exceed financial targets as those without, three times as likely to be high-performing, six times more likely to be innovative and agile and eight times more likely to achieve better business outcomes.
Support your community inside and outside of the workplace
Most companies understand that corporate social responsibility is not only good for the company's reputation, but also for the culture within. Though in order to truly make an impact, I implore leaders to focus on how they can better tie into a cause in which their company may already be heavily involved with, thus making it more likely to be successful and impactful for employees.
For example, we created the Look Local First (LLF) movement to encourage communities as a whole to make shopping local a lifestyle. It's important to us because our entire customer base are small-to-medium sized businesses and entrepreneurs. LLF and our corporate responsibility journey works for us as a company because it ties into our why tenet. I believe it would feel different and less impactful if our initiative wasn't as connected to what we do on a daily basis and the businesses we support.
While this is just one example, companies across the U.S. have been implementing initiatives and movements to make a positive impact on the society and communities around them. In my experience, employees that have a sense of giving back just by coming to work are more likely to work harder and be more passionate about their day-to-day duties.
These three best practices are sure to help leaders promote a positive company culture while also helping to attract and retain top talent. Communicate and engage employees, hire for more than just experience and work towards more than just your own success — as you do, increased revenue, growth and overall happiness amongst your workforce are sure to follow.
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