Isn’t “culture” just a soft, feel-good word that HR leaders throw around?
Actually, making a good match between company culture and employee is a clear predictor of success.
First, what is a company culture?
- A company’s culture is directly tied to its values that define how the company’s leaders act and react to certain situations
- A company’s culture defines the pathway to leadership, as well as who and why someone gets chosen for a leadership role
- A company’s culture creates boundaries around what is accepted and unaccepted
-A company’s culture defines the “rules of engagement” and defines what “good” looks like
- A company’s culture defines what behavior is rewarded and what is “punished”
If you are considering working for a company, it is important to “know thyself” and really understand how the prospective company operates before taking the job. A culture mismatch can result in the proverbial fish-out-of water scenario where no one wins. So where do you fit in?
Innovation vs. standardization
Some companies thrive when employees and leaders value innovation above all in an active, participatory culture. These are companies where speed is of the essence, smart risk-taking is encouraged and it’s okay to make mistakes.
Examples: New drug development, consumer electronics, and creative marketing companies.
On the other hand, some companies thrive when their employees and leaders value standardization. These are companies where rules are followed, measurement is intense and only zero-defect processes are tolerated.
Examples: Nuclear power plants, clean manufacturing environments, and logistics companies.
But whatever the type of company, its mission should drive its values, which should in turn create a suitable culture. Also, the best companies consistently exhibit commitment to their employees, with a strong culture that actively develops employees, effectively balances people versus business and ultimately maximizes the contribution of each employee.
