Do you see your co-workers as a part of your social culture? You should! The people you spend 40 hours a week with are a part of your life, just as your family and friends are. With that in mind, Top Applicant shares 3 questions that help managers when defining company culture.
Reconsider the way you work by asking these thought-provoking questions, or find a role that works for you by signing in!
“What non-negotiable values guide decisions and actions within our company?”
Before anything else, you need to understand the important fundamental principles that truly matter to your organization. Whether from your mission statement or your day-to-day creed, these values should act as your compass and influence everything from hiring and firing to product development and daily interactions.
Your identified values should be more than just aspirational words, they should also be reflected throughout your organization.
To help you identify these values, let’s answer a few follow-up questions:
- What behaviors does leadership want to see and reward?
- What behaviors are unacceptable, no matter the circumstances?
- What principles are so fundamental to our identity that we couldn’t compromise them?
We highly recommend jotting down a few notes about your values as you answer these questions, since these will come into play in almost every other aspect of defining company culture.
“What would the ideal daily experience feel like for our employees, our customers, and our partners in 5 to 10 years?”
With a clear picture of your organization and values right now, let’s envision the ideal state of your company culture down the road.
When you devote the time to envisioning the desired experience, it’s easier to define the specific behaviors, interactions, and overall atmosphere you want to cultivate. This goes beyond abstract values and grounds your discussion in tangible feelings and outcomes.
As you craft your answer, consider some of these follow-up questions to hone your response:
- What’s the level of trust and collaboration in my ideal organization?
- How is feedback given and received in this environment?
- How empowered do I want my employees to feel?
- What kind of relationships do we want to have with our customers and partners?
Defining company culture for your organization takes a lot of introspection!
“What existing strengths and opportunities does my team have?”
While it may feel easier to think of your organization’s struggles and failures, you also need to identify and nurture your existing strengths! To answer this question, consider the existing cultural elements of your company. Are there personality differences, animosities, or other hurdles stopping your team from achieving true success?
As you outline strengths and opportunities, a few follow-up questions can help dig deeper into the subjects brought up in discussions with your team:
- What do employees genuinely appreciate about working here?
- What makes us unique in a positive way? What are the common complaints or frustrations?
- What behaviors are hindering our progress or creating a negative environment?
Only by talking things through with your team can you truly succeed at defining company culture in your organization!
Defining a Culture of Success
Top Applicant does more than just serve the most qualified candidates for competitive positions. We’re here to share industry insights, explore helpful features, and open up communication on both sides of the hiring process.
To post jobs for free, hire confidently, and build a better company culture, sign in, and build your profile!
Next Up: What’s Your Workplace Culture?
