“No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.” –-Jack Welch
So, what is this elusive culture thing, anyway?
It is a topic the TalentCulture community obviously takes seriously. (After all, it’s at the core of our identity.) But even among culture specialists, the concept isn’t easy to define. Perhaps it’s best to think of it as an experience — created and shaped by the collective values, beliefs, attitudes and behaviors of your workforce.
You can’t necessarily “see” culture. But evidence of it is often easy to spot. Similarly, culture can’t be manufactured, manipulated or imposed upon employees. But without clarity, consistency and communication, it can rapidly erode.
Looking Closer Look at Corporate Culture
MIT Management Professor, Edgar Schein, presents culture as a series of assumptions people make about an organization. These assumptions occur at three levels — each is more difficult to articulate and change. Schein’s three-tier structure includes:
• Artifacts (Visible)
• Espoused Beliefs and Values (May appear through surveys or other narrative)
• Underlying Assumptions (Unconscious beliefs/values. Not visible; may be taken for granted)Illustration via Chad Renando
The Business Case for Culture: Zappos
In recent years, Zappos has become known for its deep commitment to culture as a competitive advantage. Tony Hsieh, CEO of Zappos, often speaks about the importance of workplace culture, and why it is his company’s chief priority. To understand Tony’s perspective, watch this brief video:
Below are Zappos’ “10 Commandments” — the core values that drive culture, brand and business strategies:
1) Deliver WOW through service
2) Embrace and drive change
3) Create fun and a little weirdness
4) Be adventurous, creative and open-minded
5) Pursue growth and learning
6) Build open and honest relationships with communication
7) Build a positive team and family spirit
8) Do more with less
9) Be passionate and determined
10) Be humble
What do you think of “commandments” like these? How does your organization articulate and reinforce cultural norms across your workforce? How effective are your efforts?
Beyond Zappos: 100 Great Company Cultures
Of course, Zappos is only one of many organizations that invest deeply in culture. Last week, Fortune Magazine offered 100 other examples in its 2014 “Best Companies to Work For” List, developed by Great Place to Work Institute.
And yesterday, China talked with us in greater detail about lessons learned — first in a #TChat Radio interview (hear the replay now), and then in a lively community-wide #TChat discussion on Twitter. (For a full recap of the week’s highlights and resource links, read: “Workplace Greatness: No Guarantees.”)
As the moderator of this week’s Twitter event, I’d like to thank the hundreds of professionals who literally contributed thousands of ideas about what makes organizations “tick.” Your input is always welcome — the more, the better. So let’s keep this conversation going…