We hear this phrase a lot these days: company culture (along with its variations corporate culture or organizational culture). But what precisely does the phrase mean, and, more importantly, is it nothing more than yet another business slang that could just as well not be used? Even if some of you roll your eyes whenever you hear the term, the term is actually well-placed whenever we’re talking about a larger company. Any company with over a few hundred employees will inevitably have a culture of its own, and successful companies take an active stance in building and influencing that culture from the top to the bottom.
But how exactly can we define corporate culture? Well, while there isn’t a truly official one corporate culture definition yet, many business and tech sources usually work with one. They define a company’s culture as the pervasive set of values, beliefs and attitudes which characterize a company’s day to day interactions and practices concerning their employees and beyond. Sometimes and to some extent, the corporate culture of large companies is present in their mission statements. Still, no exact fit exists between what a company wants its internal culture to be and what it will actually be in daily practices. Managers and higher level employees can have an impact of their own.
Company Culture Examples
Let’s take a look at a few work cultures worth emulating even you want your own small company to start growing from within as well. The importance of creating a good and healthy organizational culture may be just the way to increase productivity, because better moods of employees directly translate into better results.
The one and only, Google has a great company culture when it comes to spiking creativity and raising the satisfaction levels of employees at the same time. Their secret is the fact that a) the selection process of new employees is quite rigorous, so they avoid making pre-existing employees uncomfortable when they hire the wrong people; b) their employees all have access to the higher tier employees if they want to talk to them; c) the creative process and product development process are quite informal so everyone feels like participating more and joining in the friendly atmosphere.
A top detailing company culture examples worth emulating couldn’t include Google and not include Apple. The good thing about Apple is that it manages to deliver innovation almost at a continuous pace, and ask for prices a bit higher than their competitors in return. Such a steady rhythm of delivering innovation couldn’t be sustainable without a high level of employee involvement and commitment. It also couldn’t be done if they rotated their staff too frequently through constant layoffs or turnover. That can only mean that they find really effective way of motivating them to be part of the company’s greatness.
3. DreamWorks Animation
You know how they include their 20 something second company presentation at the beginning of each movie they got involved in, and how that always creates a sense of wonder and amazement in the viewer? Well, ideally, a company’s culture should be solid enough to be able to sustain such feelings for their employees as well, and it just seems that DreamWorks Animation has a pretty strong corporate culture going. The company has an awe-inspiration employee retention rate of 97%, which means their employees are so happy that they truly feel like giving it their best. Furthermore, all members of the staff can get involved in spontaneous discussions with others at any time, and they are also free to take major risks in the creative process without any repercussions should it all blow up. If that doesn’t encourage productivity and more creative input, then we don’t know what will.
If you’re wondering if it’s worth designing an organizational culture of your own, the answer is a resounding yes. No matter how small your company may be right now. Think carefully about the type of results you want to have and the levels of creativity required in your line of work. Then, make sure you implement everything in your mission statement and daily practices from now on. Also, make sure that all your employees, low tier and higher tier, all know the exact practices and values you want to encourage. This way, they can all create and promote the corporate culture you’re looking for.