Photo Credit:   Lifehacker: Culture Fit

Culture is getting a lot more attention these days.  Primarily because finding top talent is getting harder, turnover is high and everyone is looking for reasons to attract, retain and differentiate.    Many employers are trying to define, or redefine their culture.

The disconnect seems obvious.

#1 Lack of Alignment

The alignment was missed in the hiring process – either the candidate did not understand what they wanted or most likely the company was not clear what their culture is.  If it was even discussed in any meaningful way.    It leaves a void for HR and Hiring Managers to effectively attract or screen candidates for alignment on the company’s culture.

 #2 Lack of Definition and or Execution

Companies that struggle to be clear what their culture is (beyond mission, vision and core values).    Or if it is defined, at least in the mind of the leadership, but isn’t being communicated clearly to the team so individual or entire groups of what could be well intending employees don’t get it and lead their fellow team members astray.

A strong well define and communicated culture will hold everyone in the company accountable to that definition…but all too often a weak or unclear culture leaves much to uncertainty and turnover.

Getting on Track

Entire books are written on helping organizations define and communicate their culture.   There are a couple thoughts I’d like to share if you find yourself in need of defining, refining or improving communication culture.

First the company owner, CEO and top leadership CAN heavily influence or even define culture, however, by definition culture is the sum of the whole…the personality of the company.  At it’s foundation it’s about emotion and the leaderships ability to both be emotional and live it too.     A companies Mission, Vision and Core Values should all be alighted with Culture and the emotion and energy that fuels it.

The culture should support your companies Purpose.   Why your company exists.   Then define how the culture supports its purpose and what you are going to do to empower people to support that culture.

People Centric Cultures

A key differentiator and value creator can occur when the culture is focused on people and how people drive and empower the organization.   Whether that’s collaboration, continuous improvement, innovation or other key competencies that drive value creation, it’s the people – a cross-functional multiple behavioral team, leveraging individuals and their talents.

Leadership has a huge role in setting communication culture, but it is a full contact sport.  To get traction with an organization culture – to make a difference – the team needs active and engaged participants.  So I ask…

• How do you support your companies culture?
• If it’s not clear to you, who will you talk to to help you understand it.
• If it needs to change, how?
• Can you describe the culture you envision and connect it to emotions?
• How can your companies culture better support what you are passionate about?
• If you lead people, do you talk about your company’s culture?
• If you hire people, do you have questions in your interview process that help identify if candidates have what it takes to align with the company’s culture?

In the comment section below…share what you can do TODAY to change, improve, communicate your companies culture.