When we go in to companies to work with them on their culture, one of the biggest problems we always find lies in the simple question – who is actually in charge of all the tasks associated with culture on a day-to-day basis?

Company culture is an important but often overlooked aspect of any business, which should be looked at on a daily basis. It is the values, beliefs, and attitudes that define how people interact with each other, the customer, and the environment. Having a strong corporate culture can lead to higher employee engagement, better customer service, and improved overall performance. But for companies to reap the benefits of a positive corporate culture, understanding who should be responsible for managing it is essential.

What is Corporate Culture?

Corporate culture is the collective attitudes and behaviors of the people within a company. It is the shared values, beliefs, and attitudes that influence how employees interact with each other, customers, and the environment. It is an unwritten code of conduct that shapes the way people work, solve problems, and collaborate. It can be seen in employees’ attitude towards customers, and how they approach their work.

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The most successful companies understand that their corporate culture is not static and is constantly evolving. It can be shaped by leadership, environmental factors, the customer experience, and the company’s values and mission. Corporate culture is not something that can be forced or dictated; rather, it is something that develops naturally over time.

The Importance of Corporate Culture

Corporate culture has a significant impact on the success of a business. It affects employee morale, productivity, customer satisfaction, and employee engagement. It can also influence the company’s bottom line. A positive corporate culture can improve employee loyalty and increase customer loyalty, resulting in increased profits. Corporate culture can also create an atmosphere of trust and safety, which can lead to a more productive work environment.

Who Should be Responsible for Corporate Culture?

Creating a strong corporate culture starts with leadership, and primarily the CEO. Leaders have the power to set the tone for the organization and inspire employees to take action. However, this doesn’t mean the burden of responsibility for the corporate culture should rest solely on the shoulders of the leadership team. Every employee within the company plays a role in creating and sustaining the corporate culture, and they should all be held accountable.

Leaders can set the tone by setting clear expectations and providing guidance, but employees should be given the autonomy to shape the culture as they see fit. This can be done through open communication and collaboration, as well as providing resources and support to help employees take ownership of their roles in the corporate culture.

If you’re a CEO, considering how to shape this – the easiest way to think of shaping culture is that you should not be thinking about to influence everyone’s behaviour, but actually thinking about how to create a framework in which individuals can shape their own behaviours and culture which will contribute positively towards company goals – think freedom in a framework. Therefore, what is most critical here is to be very transparent and clear about the goals of the company on a macro and granular level.

This should then filter down in to the HR space – some leadership teams can fall in to the trap of believing that HR is everything ‘people’ and so this is their responsibility. However, HR is there to support with people in moulding that culture- not creating the goals or framework – this is still the responsibility of the CEO and leadership team.

It is also important to note here that there is a specific function in some organisations which can assist with shaping culture and that is organisation development. You can read more about that here – https://lumien.io/organisation-development/  

How should leaders mold a Positive Corporate Culture?

Creating a positive corporate culture starts with setting clear expectations and establishing a culture of trust. Leaders should create an environment in which employees feel heard, respected, and valued. They should also strive to create an environment that encourages collaboration and communication.

Leaders should also be clear about what behaviors are acceptable and which are not. They should be willing to enforce policies and take disciplinary action when necessary. Finally, leaders should strive to create an environment of learning and growth. This can be done by providing resources and support for employees to develop their skills and knowledge.

How to Measure Corporate Culture

Measuring corporate culture can be tricky, but it is essential for understanding how to improve it. One way to measure corporate culture is through surveys. Surveys can be used to gauge employee satisfaction, engagement, and morale. They can also be used to measure customer satisfaction and loyalty – although these often aren’t as straight forwards as they may seem – difficulty in consistent data collection, analysis and bias in questions asked can sway outcomes – although they may look easy to implement from the outside and it can be tempting to do these yourself, it is always important to seek guidance of a relevant professional in this area.

In addition to surveys, other methods of measuring corporate culture include interviews, focus groups, and analytics. Interviews and focus groups can be used to gain insights into how employees feel about the corporate culture and what changes they would like to see. Analytics can be used to measure employee productivity, wellbeing, and customer loyalty.

Can a Corporate Responsibility Program help?

A corporate responsibility program can help create a positive corporate culture by providing resources and support for employees to become more engaged in the company’s mission. Having a corporate responsibility program can also help to build trust between employees and the company.

A corporate responsibility program should include a number of different initiatives, such as volunteer activities, environmental initiatives, and community outreach programs. These initiatives should be tailored to the company’s values and mission, and should be supported by the leadership team.

Conclusion

Creating and sustaining a positive corporate culture is essential for the success of any business. It is the shared values, beliefs, and attitudes that define how employees interact with each other, customers, and the environment. Understanding who should be responsible for managing the corporate culture and how to measure it is essential for creating a positive corporate culture.

Leadership is the driving force behind any company’s corporate culture, and in particular the CEO, but every employee within the company plays a role. Leaders should set the tone by setting clear expectations and providing guidance, while employees should be given the autonomy to shape the culture as they see fit. Implementing a corporate responsibility program can help to create a positive corporate culture. The benefits of a strong corporate culture include higher employee engagement, better customer service, and improved overall performance.

By understanding the importance of corporate culture and who should be responsible for managing it, business leaders can ensure their company is on the right track to success.

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