4 Uncomfortable Facts about Corporate Culture

Vital to Its Success


Corporate Therapy for Workplace Matters

Company culture makes corporate life easier by adding value to the written rules and job descriptions. It is an important factor to both attract and retain (good) employees and improve job satisfaction score. HRDs know the value of company culture and build it relentlessly with their words and actions. There are a few facts about corporate culture that are often overlooked by the management, and thus cause unnecessary confusion among employees. Here they are:


1. It is Not Created by the HR

This is the main mistake companies make when building workplace culture. Whatever the issue, serse la HR is the answer. Wrong.

HR can help steer company culture but they cannot build it (alone). This is “the secret” behind company culture: it is formed by all people (plural), not HR (singular). Moreover, in building company culture every person counts. And that includes supportive staff, not just the management.


2. It Can Be Destroyed With One Action


Let’s say the company has built the culture of freedom, and so employees have free speech, free will, and free coffees. And then, on a certain Monday, a new policy is implemented requiring all employees account for the workday in an hourly manner. At this point, the culture of freedom is lost. Because hourly accountability contradicts the freedom of time management. You can be sure there will be a shift in company culture. Like it or not.


3. It Does Not Develop in a Linear Way


Here’s how it usually works: the company sets a direction, then sets an action plan, and anything not aligned with it is considered a deviation from the plan. Right? Turns out, not at all. “Deviations”, when building company culture, are inevitable, and in fact necessary. They are the indicators of where reality meets paperwork. And it is important to stress that changes should be made for either.





4. It Changes


Just because a company has culture, it does not mean it will keep it (that way). Much like anything in (business) life, company culture changes with time. And it should. Only task then is to keep up with the times. Forcing the culture onto employees when change is required will not take the company to a good place. The No.1 question asked in corporate therapy sessions is “when?”. And the answer is “always”. So, the right question is not “when”, but “how”. And that is subject to constant observation.


So, building, maintaining, and nurturing company culture is a game of constant effort. (S)he who is responsible for corporate culture should always have the last say in policies and changes in the company. Because words, actions, and people are what make culture happen. And they all have to be aligned to function well.