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Do you sometimes also wonder (or a little jealous) think “how does that employer do that anyway”? We have tips for creating that winning company culture in your organisation too!
Do you know them, those people who proudly talk about the company where they work? You would almost like to become their colleague yourself. Do you sometimes also wonder (or a little jealous) think “how does that employer do that anyway”? We have some tips for you, too, in your organisation that winning company culture to create!
It may seem simple to be a successful entrepreneur. You provide good services or products, find customers for them and can cash. Ready. Unfortunately, it's not that easy in life.
It really takes more to keep running smoothly as a company. Don't just zoom in on the material things of your company. After all, we are increasingly finding out how important the soft side of an organisation is for success.
Corporate culture can make or break an organisation. It determines how employees feel, the quality of the product they deliver and how the customer is treated. If one of those aspects is not in order (or, worse, you are failing in more areas), you can probably close your business soon.
With these 5 tips, you can already take important steps towards a winning company culture.
The route to that alluring spot on the horizon is different from what it sounds like: we're not going to be talking about elbow work, hidden agendas or fierce competition. Not at all!
Before you set your sights on the future, because you have a winning company culture If you want, it pays to take a look back first. Above all, do this critically and with an open mind. What has your organisation been successful with in the past and what turned out to be a mistake?
Do you perhaps regret certain decisions or investments? Which type of employee turned out to be counterproductive and with whom did you really make big steps? And most importantly: what achievement are you really proud of?
These kinds of lessons from the past can be very valuable in developing your future strategy. It provides guidance to know what worked well for you and the organisation, and what didn't.
Because, even though the circumstances may have changed a bit by now, yesterday's lessons are a great roadmap for tomorrow!
It is good to define a common vision and mission for the company.
What do you want to radiate, who do you want to be? What is it about in your organisation?
Don't look around too much at what your colleagues are doing, stay true to yourself and dare to stand out. It is precisely by being special that you develop a Unique Selling Point. You stand out in the market and attract the eyes of applicants.
Above all, don't make your vision and mission too complicated or too heavy. The threshold should not be too high, because the vision and mission are not meant for yourself and a dusty drawer.
It must become a living thing in the organisation. Talk to your employees about it, preferably as early as possible.
After all, then you still have every chance to refine and refine. By sharing it, it becomes a concept that is supported by everyone. Only then can you speak of a real company culture.
Have you developed a clear vision and mission and shared it with your employees? Then you have to make sure that everyone breathes those principles. Those corporate colors should almost be in the blood of all employees.
Of course, we are not talking about brainwashing or impose from above.
That only backfires: a customer has a sharp radar for the atmosphere and relationships at their supplier. If it feels uncomfortable, trust quickly crumbles and the customer would rather look for a more reliable party to purchase a product or service.
You mainly create a positive sense of ourselves through attention. This is the most decisive factor for happiness at work. Someone needs to feel valued, seen, and involved. Do you have a good one? employee experience created, you will not only keep an employee in the organisation longer, but will express their satisfaction and pride in the company to their colleagues and customers. And that look is worth its weight in gold!
It is very tempting to only hire applicants with whom you feel directly related.
You have that instant click and understand almost without words what the other person means. That feels really comfortable. But watch out, too much of the same thing isn't good for anyone.
Good management thrives on a bit of countergas. You need someone to complement the team, have a different sound than what you already had.
If you are Yin yourself, find a Yang.
In this way, you provide a much broader, more balanced perspective and keep an open mind for opportunities that you would never have discovered yourself.
If you have a vacancy, first consider what type of person the team needs. For example, let's motive analysis solve the current employees, so that you know what the candidate needs to have to complement the team. This makes it relatively easy to create a nice mix of personalities and talents. For example, do you have a department full of fast thinkers who are constantly spouting new ideas? Then hire someone who pays attention to and records the details.
Then you can really embed innovations.
Standstill is decline. A successful organisation moves with the market and technology.
Therefore, create an environment where employees feel safe to make mistakes and express new ideas. Don't punish them, encourage them.
Transparent, open communication from management is therefore a must. Keep everyone connected to developments and stay away from hidden agendas.
Share information, ideas, and successes on an internal portal, where employees can (and dare!) share their opinion give. Invite employees regularly for a joint brainstorm and encourage creativity. Take unexpected ideas, which may not seem feasible at first glance, seriously and explore their possibilities.
Thinking outside the box often creates innovative concepts that can significantly increase the organisation's dose of USP.
There are countless online options to help you company culture more winning to make. To keep everyone well informed about news and developments, for example.
But doing driver tests, conducting surveys or facilitating development opportunities can also be done very well online. We have a lot of experience with that and fresh ideas about it.
So feel free to contact us and we'll be happy to think along with you!
