Part of the challenge of human capital management is that it requires a focus on both the short-term aspects and the long. On a daily basis, you’re tasked with handling logistical challenges like processing people’s paychecks, administering their benefits and scheduling shifts. But there’s also the long game to consider – namely, the challenge of building a strong company culture.
Culture is important to any organization for a wide variety of reasons. In the present day, employees who feel a strong bond with one another are more likely to work hard, be productive and contribute positively to the bottom line. Also, down the road, companies with a solid culture can better position themselves to recruit elite talent. It’s the gift that keeps on giving.
But when it comes to how employers can build culture, the conversation needs to shift, according to ERE.net. Ben Slater, head of marketing for marketing automation firm Seed.jobs, told the news source that many HR offices today are looking at it all wrong.
“Inevitably when people bring up company culture, the conversation drifts to perks,” Slater explained. “How do we top a competitor that offers free dinner for employees working late? We have to provide free lunch! This is never the best way to approach the culture question. There will always be companies that can offer better ‘things.’ Instead, companies need to think about creating a working environment that attracts top candidates and can get their team excited to come to work every morning.”
How do you do this? It requires emphasizing five different areas.
Identifying a common goal
Employees will feel a stronger cultural bond if they feel as if they’re all working toward the same goal. Whether it’s creating a fantastic product, or helping people, or whatever your organization’s goal may be, it’s important to emphasize it with your staff members and unite them behind a common purpose.
Focusing on strong communication
Teams that communicate well together, work well together. Managers should take the lead in this effort, speaking with their team members regularly to resolve any outstanding issues and ensure that morale remains high. This habit of active communication should trickle down to the rest of the staff.
Always being approachable
The best leaders are always willing to talk things out with their staff members, even when situations get uncomfortable or controversial. If managers are approachable, they can spread that attitude to others and help build a collaborative culture.
Allowing for flexibility
Sometimes in business, your initial plans go awry, and changes need to be made. The best organizations are willing to “roll with the punches,” adapt and work together on devising Plan B’s and Plan C’s. Flexible organizations are able to achieve more in the long run than their counterparts.
Doing things as a team
If you have talented individuals on your staff, that’s all well and good, but the best organizations are more than the sum of their parts. If you have teams of people that can collaborate and achieve in group settings, you’ll be much better off.