Sean McGorry
Contributing Writer
Direct Energy/Success Academy

What is company culture? Does it mean you know which fork to use at those fancy restaurants? Does company culture create teamwork and great employees?

Does team have more to forming the culture than the culture forms the team?

Francis Frei and Anne Morris of the HBR describe a company culture as this: Culture guides discretionary behavior and it picks up where the employee handbook leaves off. Culture tells us how to respond to all unprecendentented business requests. It tells us whether to risk telling our bosses about our new ideas, and whether to surface or hide problems. Employees make hundreds of decisions on their own every day, and culture is their guide-Culture tells us what to do when the owner or managers are not available.

Can company culture promote positive attitude? Can positive attitude promote company culture? Do they go hand in hand or is it more of a chicken or the egg. Attitude is defined as  A way a person responds to his/her environment either positively or negatively.

Most people control their attitude, but as owners, you can’t rely on everyone having the discipline to do this, and that is where a strong company culture comes into play.

Why does culture matter? Team members are more likely to enjoy their job when they fit in with the culture. They develop better relationships with teammates and tend to be more productive. When these traits are strong, so is the commitment to the client, and the profitability of the company.

When you started your company as an owner, you represented and formed the culture and the values of your company. As the company grows and evolves, so does the culture. It grows and develops organically from the cumulative traits of the people that are hired.

Having said that, when is the last time your culture had a physical examination? When was your last checkup?

As people age their needs and requirements change. Companies go through the same process as they grow. How is the culture in your company? Is what the customer sees the same as what the team sees? You might have an immediate answer to the question, but stop and take some time to perform an annual physical on the culture. This requires self-evaluation, observing the team, and if you are courageous, you will even ask some of your team members – conduct a company wide survey. If you are going to do this part, sample people at all levels of the company; your field people might have a different opinion than your managers. Let your team know the truth is ok, even if it hurts.

Here are a few attributes that Charles Rogel suggests a strong culture must possess:

• Respect and Fairness

• Change and Adaptability

• Results Driven

• Teamwork

• Employee Engagement

• Responsibility and Accountability

• Learning Opportunities

• Meaning and Purpose

• Communication

• Decision Making

• Goals and Strategies

The key to an evolving company culture is to understand that you as the owner do not have all the answers nor should you try to have them all. In recognizing that your team drives the daily business, empower them to make decisions. Let them know it’s ok to fail sometimes. If you have strong leaders, let them lead, be available for guidance and support. Don’t spend all your time making sure the plan is perfect because it never will be. Collaborate, develop, implement, evaluate, make changes and repeat. Do not allow people in your business to be a specialist, collaboration and sharing duties and responsibilities helps in the team building, not to imply that people don’t have defined responsibilities, just be sure it’s not only one responsibility.

Remember that the backbone of your company culture must be “Clients First”. The client must always win when giving your company the opportunity to service their needs. Company Culture: When was your last checkup?