Company culture is constantly being redefined in today’s business world. As companies go through the process of revamping or completely overhauling their culture programs, many look toward inspiration to help motivate employees and keep engagement at a high-level. For some, it’s looking at what other companies are doing to influence work-life balance, adding after-hours activities with employees to their repertoire or engaging in corporate social responsibility.
At Motion PR, we looked at our past experiences and analyzed the values that were instilled at a family-level. What we found was that company values are introduced at a young age. Consider the culture of the family you grew up in and its shared values, beliefs and behaviors. Did you grow up with chores where everyone chipped in to the household? Or, did you grow up with defined roles of what your parents did and didn’t want you doing? Our CEO, Kimberly Eberl, remembers having to always work after school to help pay for her way through college. She earned her rewards and it was through her work ethic and dedication to success that instilled the values she upholds today. Consider, also, a family who always ate meals together, had bunk beds and shared cars with siblings. Feeling like the company is shared space, a place where you feel inclusive of all members, makes employees feel as being part of a family. These are the values that we look for in defining company culture. What makes defining a company culture important?
With a well-defined company culture, you can hire based on criteria that makes a candidate fit well with your team. Although skills and hard work are paramount, an ill-fitting cultural hire could be toxic to an agency. This is not only beneficial to the overall success of a company, but helps employ people who feel more comfortable, who can be themselves while being motivated to work hard. Ultimately, employees who fit with a company culture are happier as they are working someplace that fits and respects their cultural values. Internally, these shared values profoundly shape what your organization produces and the talent it attracts.
Externally, company culture values can also have a positive influence on attracting new business. Just as a company should hire based on an employee’s cultural fit, they should do the same when working with new clients. Ideally, companies should work with clients and customers who have the same values and cultural mindset as that can lead to long-lasting relationships. From our personal experience, we have found that working with clients who share the same values is one of the main reasons why we continue to work with them for years to come. It’s a balance between the two that produces the best results for both parties.
As a company grows, it’s important to maintain and conserve company culture, whether that’s a newly established set of values or part of an organizations’ existing set of beliefs. This can be done through various exercises. At Motion PR, we make it a monthly exercise during our team meetings to remind our staff of our cultural values and rewards examples that staff demonstrate daily. As we continue to grow, cultural ambassadors help facilitate an important role within the company to serve as role models for new team members that join. There may come a time when the company reaches a size where values must be re-evaluated to reflect the changing of tides.
Whether you’re in the process of analyzing your company’s culture or just starting to establish your organizations values, it’s important to reflect on your past experiences. Driving true employee engagement is a goal every organization should strive to achieve. Only then can a company see success internally and externally.