How To Identify And Embed Your Company Culture To Grow Your Business

How To Identify And Embed Your Company Culture To Grow Your Business How To Identify And Embed Your Company Culture To Grow Your Business Do you know what makes your company tick and what makes it unique? Do you and your team truly live the culture and values of your business? Is your team working smoothly, without having conflicts? If the answer’s a ‘’No’’ to any of these questions, it’s a good idea to think about what to change in order to answer ‘’Yes’’. In his study, Professor Noam Wasserman looked at 6500 failed businesses. 65% of those failed as a result of co: Our value is ‘’teamwork’’, then the expected behavior is the team always comes first. The interview question is: ‘’When last did you take one for the team?, How did it feel and what happened?’’ When you ask each candidate this question, you’ll be able to score them against those answers afterwards. The values based hiring process is the missing piece in many companies at the moment. And it’s the best way to ensure that candidate matches your values. Another thing that most companies dont do very well is the onboardi ng process. After the candidate joins the company, it’s important to help them hit the ground running and be productive from day one. Some companies invest in training and dump a lot of information on the new hires. The best companies, help the new joiner develop relationships within the company as the first step. They have a buddy system which helps the new joiner work out what the real issues in the company and in their role are, and who are the most important people. So they use a bit of training, but the focus is on relationships, because relationships create trust. And trust allows teammates to work well together.6. How can companies measure their company culture?Measuring company culture is quite hard because for most companies it is an invisible and subconscious liability versus a tangible measurable asset. You can do surveys on employee engagement but this is a snapshot of time and employee engagement is only a small piece of the culture puzzle. Ask yourselves the followin g questions to evaluate the strength of your company culture.  Are we able to hire the right A+ candidates who fit with the company’s culture?  Are those candidates approaching us?    Do we have low staff turnover?  Does the leadership team have more energy and time available to work on the business rather than in the business?  How strong are the bonds between team members?  Do we have a happier workplace environment, with fewer sick days, lower stress levels and more respectful communication?  Do our people take personal responsibility for results?  Is there more autonomy, healthier intra- and inter-team dynamics, less conflict, less need for mediation in our company?  Does everyone pull in the same direction during times of hardship for the company?  Do we have highly engaged employees who happily invest their discretionary energy back into the company?  Is there a values match, meaning that for our people, it is more than “just a job”: it is self-development?  Ca n we demonstrate that we have improved happiness and job satisfaction?Back to you!Defining your company values and then company culture is something that can’t happen overnight. Investing the time into it, though, can have a positive impact on both employees and the future of your company. As the co-founder and CEO of Airbnb said:  [clickToTweet tweet=#CompanyCulture is the foundation for future innovation. An #entrepreneurs job is to build the foundation. @bchesky quote=A companys culture is the foundation for future innovation. An entrepreneurs job is to build the foundation. ]  Keep it in mind.In case you have any more questions, let us know in the comments below. You can also follow Brett or his company Culture Gene on Twitter for more info.