With today’s workers, a positive office culture is not about a ping-pong table or a plethora of free perks. Far more important is a company that lives its values–a company that is, in a word, authentic.
The qualities of an authentic work environment are varied but generally encompass a culture of mutual trust, goodwill and respect between the employer and employees underpinned by clear, regular communication and a set of guiding values.
In this type of work environment employees feel comfortable speaking their mind and are in fact encouraged to do so. This helps keep workers happy and productive. On the other hand, an inauthentic environment, where people feel a lack of trust or incapable of expressing themselves, contributes to difficulties attracting and retaining staff, inhibits a productive workforce, and damages reputation.
Creating an authentic office culture is, therefore, key to business success. Here are three steps that you can take to build an authentic, positive culture in your organisation.
1. Know your purpose
R. Edward Freeman, a philosopher and professor of business administration, identifies the flaws of what he terms ‘the old story of business’.
One of these is the idea that the purpose of business is profits alone. As Freeman notes, while profits are crucial, they are not the animating energy of a company.
According to research by Deloitte, only 48% of millennial workers believe that businesses behave in an ethical manner and 62% say businesses have no ambition beyond wanting to make money.
To correct this disjuncture, businesses need to clearly identify their purpose. Their values and procedures must then derive from this. Having a core values statement, like Google’s ‘Don’t be evil’ motto, will ensure that all employees can judge whether your organisation acts according to its own values. This creates a sense of credibility, accountability and transparency.
2. Show leadership
Leaders whose actions contradict company values completely undermine office culture.
While a company can have plenty of culture advocates, they still need support from the top for an authentic culture to truly take root. Too often, leaders obsess over what’s going wrong in their organisation rather than what’s going right.
What’s celebrated in a company will flourish. Often, leaders know what it takes for their team to succeed but fail to operate to the same standards. Leaders need to live values, not just talk them–this is the only way that all workers will buy in and contribute to an authentic office culture.
3. Hire your values
Companies are made of people and people make the company culture. Hiring professionals who fit your culture is crucial for building authenticity.
New hires must reflect your values, and those who earn promotions must actively embody them and inspire them in others. At the hiring stage, add questions that focus on the applicant’s personality as well as their technical qualifications. This will provide insight into their values, beliefs and attitude towards life, all of which will reveal whether they are the right fit for your organisation.
