WHO SHOULD DRIVE YOUR COMPANY CULTURE?


In a survey of over 1,800 U.S. adults conducted by the Workforce Institute, HR professionals, managers, and employees each feel as if they’re most important in defining workplace culture. In fact, only 9 percent of HR professionals and managers believe that employees play an active role in cultivating company culture, though 29 percent of employees would disagree. Alternatively, 28 percent of employees feel as if no one defines the workplace culture.

To say the least, this is troubling.

After all, employees don’t believe that HR professionals or managers are playing a part in defining the workplace culture. Likewise, executive leadership wasn’t given much credit either as only 25 percent of managers, 11 percent of HR professionals, and 9 percent of workers believe they headed the efforts.

All Members of an Office Environment Agree on One Thing: No One is Sure Who’s Running the Show

When there’s no consensus on whether executives, HR professionals, managers, or employees are running the show, who’s actually in charge? Common belief would hold that it is up to the corporate board to develop and implement workplace culture, though this isn’t necessarily the case.

But to be sure, corporate culture doesn’t just “happen” on its own. Rather, it needs to come from somewhere and then be accepted and reinforced in how the office operates and those within it operate as well. That’s why you need to assign a person (or group of people) to focus on culture and continually push the concept so that it trickles down throughout the company.

Remember, your organizational structure drives culture. The driving force of your company, whichever department or area it might be, should report to your corporate team and work with employees as well. Doing so will ensure that though not everyone can create culture, everyone plays a part in the success of your company’s culture.

But What Matters in a Company Culture?

There are countless important factors in any company culture, However, employees believe pay, respect among colleagues, and a proper work/life balance are the most important elements of any company culture.

Of course, HR personnel and managers hold a different opinion. They believe leading by example, employee benefits, and a shared mission and values are the three top priorities for a strong culture.

The difference between the two demonstrates something that most know by now: There is little consensus between differing groups within an organization. And if you feel the same way, you should evaluate how you can merge the two to create unity and strength within your respective organization.

When Reinforcing Company Culture Matters, So Does Flock

Flock is the HR and benefits software that does more than meets the eye. After all, its powerful social networking tools make it simple to engage employees and reinforce your culture through events, messages, and more that keeps your entire organization on track and working toward the same goals.

If you’re interested in seeing what Flock can do for your company culture, sign up today (it’s free, after all). Doing so is the simplest way to break down the barriers to an outstanding company culture of your own.

What do you think: Who drives company culture development and reinforcement in your organization? Do you believe there is a disconnect between what HR/management believes and what employees believe? Share your thoughts in the comments below!