Company culture defines your business. It includes the values, beliefs, missions, goals, attitudes and assumptions of your team as a whole. Each business has its own personality – fun, serious, ambitious, laid back, etc. It is what attracts and retains talent in competitive industries. That’s why it’s so important to make sure your company culture reflects what you and your team want from the business. A culture that fits your company will lead it to long-term success, but one that doesn’t fit your business’s personality and values will lower moral and motivation.
Popular examples of these assessments include the (BNS); Job Satisfaction Survey and a Common Good, Transformation, Self-Interest Diagram (CTS).
- The BNS is a six-part scorecard that maps positive and possibly limiting values of an organization to assess the current and desired culture values from the position of leadership. These main categories include finance, fitness, external relations, evolution, culture and contribution to society.
- The Job Satisfaction Survey provides an opportunity for feedback from employees on their perceived organizational culture and the values they do and don’t support.
- A CTS Diagram presents an outlet for employees to explain what they think of the cultural values in your business and where they think leadership should focus its attention.
Company culture is something that evolves frequently as your team expands and changes. These assessments provide opportunities for you to better understand your current culture and how to adapt it to best benefit you, your team and your business overall.
Each business has its own culture based on its values, beliefs and goals. There aren’t necessarily “right” or “wrong” cultures – it mainly depends on what is important to the company.
Below are the types of cultures:
- Innovative Culture – These businesses focus less on hierarchy and more on experimentation and innovation.
- Aggressive Culture – These businesses are extremely competitive. Outperforming their competitors is more important than corporate social responsibilities.
- Result-Oriented Culture – The main focuses in these businesses are action, figures and numbers. Employees and managers are held accountable for the success of the business.
- Stable Culture – Bureaucracy is at the heart of these businesses. They are predictable by nature, and neither quick action and dynamic changes are not frequent.
- Employee-Oriented Culture – Fairness and respect for individuals are at the core of these businesses. Management takes extra care to make these employees feel heard and valued.
In order to build onto your culture, you first need to understand the culture type you currently have.