Culture is the single most important factor in organizational success or failure.
It tells employees how to behave, how to do their jobs and how “things are done around here”—but would your employees, middle managers and executives all describe your culture the same way?
Being intentional about culture means you approach it from an architectural model. You shape your company’s norms, values and beliefs deliberately rather than letting them evolve organically.
The most important piece of this puzzle is how you articulate your culture to the people who live it every day. Your policies, procedures, communications, systems, organizational chart, benefits and so much more must consistently (and accurately) reflect your culture.
It might sound complicated, but these eight steps will help you manage and communicate your culture to employees: