How to Create a Positive Corporate Culture?

More than anything else, a strong corporate culture is vital for a business to survive. It can do wonders by boosting productivity, lowering turnover and improving employee engagement. All that an organisation is expected to do is take cultural initiatives and focus on its core values.

Vulkan Vegas, an online casino, is one exemplary case of positive work culture. The fact that its support team is friendly and enthusiastically willing to resolve queries 24 hours a day or seven days a week is evidence. Also, it enjoys a perfect reputation rating from top casino review sites. This was practically unimaginable had the employees not been satisfied with the workplace policies and practices.

Let the above case study inspire you to implement the best practices within your organisation and create an engaging work culture. Now, you must be wondering, “wait a minute, did you utter best practices?” Yes, you caught it right, and we shall share them shortly with you. Stay with us for a little longer to draw helpful insights.

Tips and Tricks to Create an Engaging Corporate Culture

Winning workplace culture is shaped by not only social and cultural contexts but leadership, management influence and organisational directions. One that readily balances all the mentioned elements enjoys greater employee productivity, efficiency, better teamwork and boosted morale. Let’s check out the tactics that could bring about the stated benefits to your organisation.

  • Outline the objectives of every department

Taking this step is necessary as employees shall have tangible goals to work towards. In the process, individuals will perform well and collaborate better with team members to realise departmental goals.

  • Promote the organisational goals

Apart from departmental goals, set up clear organisational objectives for the long run. The same will render a sense of professional purpose in employees, and they will be more motivated to play their role in achieving the organisation’s mission.

  • Encourage diversity and inclusivity

Embrace employees of diverse cultures to join your organisation and set up a separate committee to take initiatives in favour of the same. You can also convince the HR department to introduce diversity and inclusion into its recruitment strategy. These will eventually be the foundational elements of your growing company.

  • Ensure every individual feels respected

Never discriminate against employees based on status. Attend to their pressing concerns and ensure they are heard. You never know who would bring a fresh perspective or the next big idea and spell sheer success. So, include everyone in your discussion and encourage all to share their thoughts.

  • Make way for humour

A workplace is bound to generate stressful moments, but the key to overcoming those situations is to check out the bright side. Make light-hearted conversations and let your team know that you have their back. As quoted by the great gymnast Simone Biles, “Always work hard and have fun in what you do because I think that’s when you’re more successful. You have to choose to do it.”

  • Make employees feel protected within the workplace

It’s quite simple! Spread awareness about the rights of employees so that they never feel discouraged to speak up openly about the harassment they are encountering. Create a random sexual harassment hotline where they can report unacceptable incidents at the workplace. Also, make sure that the HR representatives take some time out from their busy schedules to have personal conversations with individuals of that organisation.

  • Recognise the efforts put in by employees and reward them

Encourage employees to work harder next time by rewarding them for their invaluable contribution to the company’s growth. Recognise their efforts and spread the word about it to their peers. It’s a great way of introducing healthy competition in the workplace that motivates one to perform better than the other and ultimately boosts the entire team’s performance.

  • Patiently listen to your employee’s pain points

Introduce feedback form and urge all members of the organisation to share their opinions about what could bring improvement to the company. When they do so, take them positively as a scope of improvement and work towards fixing them. In a way, you are getting a fresh perspective on how things could be done. If you can bring the pain points of your staff to an end, they will feel valued and never leave your organisation.

  • Promote flexibility, transparency and organise social gatherings

Learn to treat your employees as humans who all have a life and responsibility outside the office. Allow them to attend emergencies and earn their respect in return. When they re-join, they would be more eager to pay you back through reinforced efforts. Work on creating flexible schedules to enjoy quality work and attract elite candidates into your organisation.

Maintain transparency by allowing team members to communicate with the department heads and management openly. In the process, the prior will learn about the underlying issues (if any) within the organisation and feel more valued by the authorities. Another way to ensure transparency is by starting a recurring internal newsletter, where critical information is passed to all employees.

Lastly, try to develop meaningful relationships among employees by planning get-togethers. Members of the organisation shall come to know more about each other and enjoy putting in efforts to achieve both individualised and organisational goals. An after-work party or a hybrid Friday happy hour is a great opportunity for them to learn about each other.

It’s All About Equity, Inclusion and Diversity!

These are the three pillars over which a positive workplace culture balances. The entire system can crumble if any of them weaken over time. Therefore, take the time to appreciate the hard work put in by employees, engage them in discussions, and do all that has been listed down in this write-up for your organisation to thrive. Feel free to share your thoughts in the comment box.