Organizational culture is essential for a company to execute its key activities.
Top firms exalt workers, find competitive edge:
http://www.utsandiego.com/news/2014/nov/09/top-firms-exalt-workers-find-competitive-edge/
The article is about the special organizational culture of Zeeto Media and SAS Institute. Their strategies are different from those of Zappos, and every firm should have its own organizational culture. Here is the summary of three principles that I think companies should follow when creating organizational culture.
1. Treat employees equally. Tony Hsieh, Zappos’ CEO, shares a big office with his employers, and Google’s managers greet their new employees warmly. With the feeling of being respected, employees are more likely to get inspired and develop a sense of belonging to their companies.
2.Create benefit shared by all the employees. The strategy many companies apply now is rewarding their employees for the achievements they have accomplished. Employers provide paid leave for managers and bonus for extra sales, and strategies as such do motivate employees. However, what companies like Zappos, Google and Tesla do is create common benefit for everyone even before they produce products and services. With these benefit beforehand, the value of employees themselves are acknowledged. A combination of both common benefit and rewarding system can inspire employees to the fullest.
3. Do not only focus on short-term profit. Benefits like free meals, holding parties and other services definitely add extra cost to a company. But employee dissatisfaction and high turnover are all potential cost.Spending proper amount of money on creating organizational culture enables a company to reduce internal conflicts and develop a long-term strategy.
Following these three principles, companies can achieve a great start in creating organizational culture and gain long-term payoff from that.