For entrepreneurs, the phrase “company culture” has become a buzzword similar to “innovation” or “synergy.” Everyone knows it’s important for business, and many of us have probably attended seminars or conferences that stress how critical it is. But when asked to define it, many entrepreneurs may find themselves at a loss for words.
For many business owners, their company’s culture is not something they think about every day. Many operate their businesses under the misconception that a “company culture” is something that can be established over the course of an afternoon — that all it takes is a single team meeting to get it to stick. Maybe they include their core values in future meetings, but rarely do they consider how to implement them into day-to-day operations.
The truth is, a company’s culture is ever evolving, reacting, and changing. Without regular maintenance, those changes won’t always be for the better.
I’ve talked a bit before about how my father’s constant availability — a trait that seemed positive at first glance — ended up impacting his company’s culture negatively, making it difficult for the business to run on its own. Many business owners have blind spots like this. Some see themselves as holding high standards; their employees see them as unreasonable or micromanaging. Others might consider themselves to be approachable; clients might find them to be too familiar or even careless.
In addition, a company’s culture can also be impacted by what a business owner tolerates, whether from their employees, their vendors, or their clients. For example, many businesses hold to the saying that “the customer is always right.” But if taken to the extreme, this type of mindset disempowers employees from pushing back on client ideas when it might be necessary. At worst, it may even foster a company culture where employees are treated badly.
As another example, let’s say that a business owner has an employee who is habitually tardy. The owner may choose not to address it, thinking that it doesn’t matter as long as the work gets done. But if other employees still hold to a more timely standard, they may begin to feel resentful. They may even feel that the business owner doesn’t actually care about the business, and seem to care less as a result. Certainly that’s not the kind of company culture any business wants to cultivate.
So, if that’s the case, how does a business owner build a company culture that accurately reflects their values, goals, and desires?
In the examples above, the problem was not necessarily availability, agreeability, or even tardiness. The issue arises when we allow assumptions to go unchecked as a result of these things. And often, those assumptions can be countered with clearly defined goals and good communication.
The first step is to be mindful. Every choice you make builds up your company’s culture slowly over time. By being thoughtful and careful in your decisions, you can make sure that the culture you build is one that aligns with what you want it to be on paper.
A company’s culture should also be an ongoing conversation. After all, if you have a team, they’re as much a part of your company as you are. They’re going to be the ones living your company’s culture, so they will have to have a part in creating it. Every team is different. For example, some teams thrive on regular check-ins and guidance, while others prefer a more hands-off approach. Consider the kind of leader you want to be, and then ask your team what kind of leader they need. Between you, come up with the best version of your relationship.
But as I mentioned before, a company’s culture can’t be built in a day. It requires regular maintenance on your part. The moment that you notice it beginning to drift — when you begin tolerating behavior that doesn’t align with what you discussed at the outset — it requires consideration. Are you okay with your company’s culture changing in that way, or do you need to course correct?
Regular check-ins with team members, or even just with yourself, can help make sure that your company’s culture continues to align with where you want to be.
In truth, company culture is what you make it, you and your team. It doesn’t happen with a poster in the break room or one team meeting. It develops through collaboration and it takes time.
At The CEO Business Coach, we understand the importance of maintaining your company’s culture all day, every day. Reach out and schedule a free discovery call with us today to discuss how we can help you continue to be the best business owner that you can be.