© RS Hunter Limited, October 28, 2015
As a consulting firm we have had the privilege of working with numerous companies that have different corporate cultures. In our experience, most start-ups and SMEs have allowed their culture to develop without much input from management, however as the organisation becomes larger, executive management tends to seek assistance towards developing a culture that drives performance and business growth.
The question we are usually asked is ‘what is the right culture to adopt?’ In most instances, the concerns are centered around possible abuse of the culture, the cost of driving cultural change and how to measure the positive impact on the company’s bottom-line.
Most of us have heard of how companies like Google and Facebook have through their culture achieved better customer focus and satisfaction which has in turn led to brand strength and business growth. While the culture that works for one company may not work for another, what is common with companies that are doing it right is that they pay particular attention to how they treat their employees.
Our advice? It’s simple. Each company has to determine how they want to be perceived by those they wish to attract to their business (employees, customers and shareholders) and put a plan in place to achieve it. Bottom line is apart from the air we breathe, nothing good comes easy or free so like anything we want, we have to work hard at it.