Over the recent years we have witnessed a lot of startups transforming from small enterprise effort to larger companies and corporations. The success of the startup breads in the IDEA the business was set up to, but growing to larger scales brings in many more challenges. One of the few challenges we should discuss today is developing company culture or organizational culture in the enterprise.
The company culture defines the organizational behavior or the ethics, values, shared beliefs as visualized by the promoters or the leaders involved in setting up the enterprise. There exists the organizational culture as defined by the governing bodies or other Government regulatory authorities which are mandatory to accomplish to obtain the necessary permissions to operate, but there is more to it, when it comes in developing a healthy, progressive and transparent organisation promising equal opportunity to all the employees /contributors.
The founder’s members have significant impressions on the prevailing organizational culture as through the early stages of development and in absence of the laid down policies these are adhoc decisions which then finds the route forever. One has to identify these traits and then assessing their importance in light of the business operations one has to framework these policies and develop sustainable organizational culture in broadly three categories
DEVELOPING CULTURE
The organizational heads must outline the common traits of all other prevailing businesses in the particular environment and then add on key defining metrics to it which differentiates their ideology from the existing one’s. this must be followed by following steps
· Convene group of employees from all sections, levels and locations to justify the significance of the traits
· Assessment of the traits by senior management and their long and short term effects on organisation and development of human capital
· Summarize the findings and float across the groups for their assessment and additional justifications
· Create a management action plan for the implementation of the plans, observing that the plans should enhance the growth of the organisation and should not hinder the developmental plans
COMMON PRACTICES TO DEVELOP ORGANISATIONAL CULTURE
Post assessing its required culture that define the organization’s values and ethics , its time to place these traits in common practices and then should develop practices ,policies and strategies to put in place these values in the company. These can be done by few but not limited to practices mentioned here
HIRING PROCESSES
REWARD AND RECOGNITION PROGRAMS
ON BOARDING AND INDUCTIONS
APPRAISALS AND DEVELOPMENT
CORPORATE SOCIAL RESPONSIBILITY PROGRAMS
TRANSPARENT COMMUNICATION AMONGST EMPLOYEE LEVELS
SAFEGUARDING LEGAL COMPLIANCE’S
DEVELOPING SOCIO ECONOMIC ENVIRONMENT
“We believe that it’s really important to come up with core values that you can commit to. And by commit, we mean that you’re willing to hire and fire based on them. If you’re willing to do that, then you’re well on your way to building a company culture that is in line with the brand you want to build.”
– Tony Hsieh, CEO, Zappos
