Corporate culture represents the personality of an organization. It is the shared values, beliefs, and behaviours that define how employees work together and make decisions within an organization. It includes everything from the written and unwritten rules to the overall atmosphere and employee experience. 

Satisfaction and retention

A strong culture can positively impact on employee satisfaction, which leads to better employee retention and overall success.  

The culture of a workplace is the overall character of the business which is based on the company’s core values such as loyalty, fairness, transparency, communication, and leadership. Each of these is key to the ultimate success of the business. Open communication, mutual respect, shared goals, and a commitment to growth and development have a big impact on company culture for employees. This type of conduct indicates a dedication to ethics and integrity and conveys to employees that the company values these principles.

Far-reaching impact

For most, the culture of the company is not something much thought about, but its impact can be far-reaching. Recently we went through the process of implementing an expanded HR department including the hiring of a dedicated HR manager. As an accountant and strategic thinker, this does not fall within my skill set, so we hired a consultant to oversee the process. Following the hiring of the manager, I spoke with the consultant to arrange mentorship and support for the new manager as I felt we were unable to provide the necessary support. What surprised me was the consultant’s response, “I think you have a great corporate culture, and that is more important to be maintained and nurtured than focusing on conforming with textbook HR”. I believed we were lacking in HR, but the consultant expanded by saying HR management is more than just policies and procedures—it is critical that employees see and feel the commitment of senior management to a positive working environment where they feel appreciated, empowered and important. The candidate we hired spoke about her knowledge of our company, having been a customer with her father, and said that her father’s comments, together with her research into our company and how we operate, were key reasons for her applying.  

Relationships and Loyalty

In a family business, culture is usually heavily influenced by family values and tradition, usually passed on through generations, and they often prioritize long-term relationships and loyalty over more traditional business matters. Over many decades in the aftermarket, I often think of the mentoring I received from my father-in-law and how it is engrained in how I think and act and the influence it still has on how our company operates and interacts with others. He had some simple and basic beliefs—be ethical, be fair and look after people whether they are employees, customers or suppliers.  

A strong corporate culture should focus on prioritizing employee well-being and building strong relationships. When employees are aware the owners and/or senior management are committed to such a culture, a close-knit relationship will develop which can promote a sense of loyalty, trust, and camaraderie, leading to improved teamwork and performance.