If I’d ask you who your company was, I’m sure you would reply by presenting me with carefully selected words the culture surrounding it. And you wouldn’t be wrong to do that. But would the answer be different if I’d ask one of your clients or collaborators?
The culture of a company does not always represent a written set of values, so no matter if you’re aware of it or not, each organization has one. It is designed to define who you are, the work atmosphere you’re aiming to create and the general policy you’re endorsing.
So as long as you build a strong cultural standard for your company, that should guarantee a positive working practice, right? Wrong. So what’s standing in the way? Well, that would be the “agents” applying it, namely your employees.
So it’s not the presence of the culture, but its manifestation.
Your identity is delivered by the people working for your company: their attitude, their mindset, their adaptability. Ask for feedback from one of your customers: ask them about your company’s personality. They will probably talk about the positive effect the smile of your receptionist has on them when they enter the headquarter of your company. They will talk about the reliability of your sales representative. About the readiness of your support department. They won’t talk about your written or implied culture statute, but about the people delivering it.
So investing in an adequate culture for your company is actually investing in your employees. And that’s why social business is an effective resource. It’s the absolute instrument in creating a strong and genuine internal collaborative chain. Quandora aims to stimulate these positive internal connections preciely to help build up or maintain an effective educational demestic energy – you can read more on the use cases here. Offering them platforms that back up open behavior will help you build the perfect cultural background. And open leaders and operative employees make great ambassadors for your business. They are your business.
P.S.: By underlining the importance of the representatives of your company, we didn’t advocate for the inapplicability of written cultural guidelines. On the contrary, we believe that making a cultural inventory every once in a while it’s a must if you aim for an operative cultural approach. You have to know yourself before you know who you want your employees to be.
Happy Knowledge Sharing!