Blog : Impact of Work Culture on the Growth of Orgtanization

Impact of Work Culture on the Growth of Orgtanization

Introduction

Organizational Culture

A workplace's organisational culture is a collection of practises, beliefs, and behaviours that employees encounter. The culture of an organisation is often defined by the leadership and imbued by the personnel.

Everything from the vision and purpose, shared values, awards and recognition procedures, communication and feedback style, language utilised, and written and unwritten norms and conventions observed inside the workplace can be considered culture. Organisational culture and employee engagement have a direct link, which is why this is a highly explored and debated issue in the HR community.

The importance of culture to your company

In the grand scheme of things, a society's culture dictates how individuals behave, respond, and interact with one another, as well as how quickly the society may evolve as a community. This term also applies to organisational culture. Here are some of the reasons why organisational culture is important.

• It aids in the creation and maintenance of the organization's distinct identity
• It gives employees a sense of belonging and stability
• Organisational culture aids in the retention of top performers and valuable talent
• It fosters employee engagement and productivity.
• It keeps employees satisfied and enthused about their jobs.

Qualities of a great organizational culture

• Alignment occurs when the company's aims and the incentives of its personnel all pull in the same direction. Exceptional organisations seek to ensure that its vision, purpose, and goals are always in sync.


• Appreciation, Public kudos, a thank-you card, or a promotion are all examples of appreciation. A culture of appreciation is one in which all team members often express acknowledgment and gratitude for the efforts of others.


• Trust, when there is a trusting culture, team members may express themselves and rely on others to support them when they attempt something new.


• Performance is critical because strong firms foster a business-oriented culture. Talented employees at these firms encourage one another to succeed, resulting in increased


• Resilience is an important characteristic in highly dynamic circumstances where change is constant. A resilient culture teaches leaders how to anticipate and adapt to change with ease.


• Teamwork entails collaboration, communication, and mutual respect among team members. Employees will get more done and feel happier if everyone on the team encourages one another.


• Integrity, like trust, is essential for all teams that rely on one another to make choices, evaluate outcomes, and establish alliances. This facet of society relies heavily on honesty and transparency.


• Innovation motivates organisations to make the most of available technology, resources, and markets. A culture of innovation requires you to think creatively about all parts of your organisation, including your own cultural efforts.


• Psychological safety gives employees the confidence they need to take risks and deliver honest feedback. Remember that psychological safety begins with the team, not the individual, therefore managers must take the lead in creating a secure workplace in which everyone feels comfortable participating.

Steps to improve organizational culture

1. Examine and improve your present rewards and recognition programme. Create a culture of immediate and heartfelt acknowledgment. Read our blog to learn how effective your current R&R programme is.


2. Tell others about your achievement. Make employees a part of the firm's success by keeping them informed, thanking them, and providing suitable bonuses when the company does well.


3. Examine your organization's present culture and employee involvement. Talk to your staff or develop surveys to find out what you can do to improve this situation.


4. Make an investment in peer connections. Experts think that when management takes a step back and lets people to connect, discuss, and even clash with one another, employee relationships may strengthen and naturalise.


5. Foster a flexible atmosphere. Allow staff to leave for personal reasons or to work from home when necessary. Employee morale and experience increase as a result.


6. Maintain the proposed culture. Nothing turns off employees more than management that does not truly believe in the culture it promotes. Only invest in a culture that the leadership fully supports.