How do you ensure that you fuel the capacity for growth in the workplace of your business? The answer to this is quite simple. You just have to ensure that you are deliberate in establishing an environment that is engaging, attracting and have the tendency to retain talents.
These are vital keys, for the sustainability of a business, irrespective of the size. For an SME, or, MSME, the building of company culture, is essential in laying the foundation for success.
What is company culture? Why does it matter to your organisation? These and some of the world’s best practices, when it comes to establishing a remarkable company culture that, will enhance the growth of your business to scale, are analysed below:
Culture in perspective
That feeling, that pushes you to wake up in the morning and head to work, with all manner of enthusiasm, or, the same feeling that tends to cut you back in bed, when you remember the gory day you went through the previous day, defines the company’s culture.
On the other hand, company culture can be defined as a decision code, that guides your work process. It is the basis, on which you rely on when you get to that point of making a difficult decision, that might affect your organization, going forward.
Its importance cannot be overemphasized, as its practice, if done on a positive note, can pay off in the long run, as it is good for the company’s staff and their clients.
Such culture stands as the differentiating factor for your company because, the daily task of different job descriptions does not matter much, compared to the set of people you do your job with and the environment you find yourself. All these are summed up as a culture.
For small business leaders, so much work hangs in the air and we have the belief that a leader, as an outstanding individual, should take the lead in performance, but sometimes, such quality does not make such a leader, a people’s person. Out of necessity, the former is often preferred over the latter.
Essentially, that appears to be a mistake that small businesses commit. The choice of leadership tends to determine the tone of your business, for a number of years to come and you do not want to damage the atmosphere of your organization by having a non-people’s person, heading one or two teams in your workplace and would eventually turn toxic, making you lose good talents.
In a large enterprise, you can afford to overlook some issues slightly, but SMEs and MSMEs, find themselves in challenging circumstances, as every action and in-actions matters. It makes you to always be on the lookout for a negative behavioral pattern.
You need to be thoughtful at every moment. As you become a figure that your subordinates look up to, each of your actions and reactions may stand as an embodiment to what your company culture signifies. How do you react, in a challenging situation? Do you go overboard, or, keep calm? You are being watched!
Building the culture
As much as you care about your product and its journey in the market, you need to show the same care to your company culture. How do you do that? You need to be intentional about it. That is the first hurdle to scale. You must create a sense of purpose and belonging.
You start by finding objective ways of what people are experiencing in your organization and then, look for methods to improve them. Avoid the assumption that normal conversation is a true reflection of the “wellness” of your culture to your team.
Essentially, you need to activate interest in your employees. Ensure no visible gap exists between your values and peoples experience. Strike a balance between your company’s culture and your team, as, (culture is built on people. You have to put them into consideration), with this you can achieve success.