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Creating a Great Corporate Culture, Part 2: Belief

“People don’t buy what you do; they buy why you do it.” Simon Sinek

At the most intricate level, the entity that makes a human being an individual is their DNA complex. It is what differentiates one person from every other. It is what makes a person… well, themselves.

A business is not so different. Every company has a ‘DNA strand’ that weaves itself into the very fabric of the organization. This strand begins with the vision of the leadership team and the team members that they choose to surround themselves when they founded the company.

In order for the fabric of the company to stay true to the original vision, your company has to hire people that are woven from the same thread of DNA. At the center of a company’s culture there lies a burning core—a core that is more important than compensation, than perks, and having a fancy office, among other things— and that core is belief.

By belief, I mean belief in the leadership team, belief in the vision, belief in the work that is being done, and belief that there is an opportunity for growth within an organization. Belief is the spark that creates the fire of a strong culture within a business. If your employees are inspired by the work that they are doing, they won’t have trouble getting up in the morning and will be truly excited to learn and contribute.

Greg Schott, the CEO of MuleSoft, said in Episode 20 of The Future of Work Podcast, “…  Get people to believe in the company and motivation will follow. No perks substitute for a good work environment.”

Now, to circle around to the point, how do you create this belief in your company that yields a great culture? That is the most important question you can ask yourself when trying to establish a strong culture. Unfortunately, there is no clear answer to this question. The variables are different for every organization, so there is not really a common path businesses can take towards the creation of that belief. However, as far as inspiration goes, it can often be quite simple…

Bob Lucci, the COO here at ORS Partners, said, “People want to fulfill their potential. It’s our job as a leadership team to show them that the opportunity to do that exists in the company.”

Individuals tend to set limits on themselves without realizing it. Presenting your employees with opportunities to step outside of their comfort zone and grow is a great way to inspire belief in both your company and the work that is being produced. If there aren’t any opportunities for employees to grow within your company, it’s a slippery slope to dissatisfaction and a lack of inspiration.

Before you focus on any perks or office space improvements, focus on hiring new talent that is compatible with your company’s ‘DNA strand,’ and that believe in the vision of your leadership team. That amazing culture that you’ve been searching for is within your grasp, and it all starts with hiring the right people.

For more advice and consultation on hiring to create that consistent DNA strand, check out ORS Partners Talent Acquisition Consulting Practice here.

Written By: Christopher Eberhardt

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Creating a Great Corporate Culture: Part 1-Physical Work Environment

Sure, we have all seen pictures and videos of the infamous Google Complex out in sunny California. The endless stretches of glass, the flashes of blues, reds, yellows, and greens, and of course, the impossibly cool lounge areas and conference rooms—but does this amazing physical work environment result in a great company culture?

The answer is no – well, not by itself. While trendy offices tend to offer higher curb appeal than drab ones, the physical environment is not necessarily what creates the energy needed for an exciting corporate culture. However, it can be the catalyst that sparks interaction, collaboration, and communication—three crucial elements in a growing company.

Greg Schott, the CEO of MuleSoft, a growing technology integration company out of San Francisco, is a huge proponent of corporate culture, and his insights will be featured often throughout this blog series.

“… The physical work environment is symbolic of how a company is thinking about the importance of their people and the workplace,” Schott said in Episode 20 of The Future of Work Podcast, “There can be great energy anywhere, but it [the physical environment] is indicative of a management team thinking of their people first.”

One of the most important elements in creating a dynamic corporate culture is belief: belief in the management team, belief in the vision of the company, and belief in the work that is being produced by that company. That belief is what helps you form your employer brand—in other words, the way you market your company to potential employees. Perhaps it could stem from the physical environment. Does your work space promote interaction, or collaboration? Is it an exciting place to come work day in and day out? Does it look like the management team puts an effort into promoting a comfortable work environment? These are some of the questions to ask when you are creating that physical office space.

However, that office also needs to be filled with people that are a good cultural fit, so tailor the office space to attract the type of minds that fit the vision of the company. A more open, collaborative environment might attract employees that thrive in team-oriented organizations, while an office with closed doors and isolation might attract employees that are more introverted and individualist. One isn’t necessarily better than the other, but it is important that the office space supports the talent you want to attract.

Culture is cultivated in the physical workspace. The office space may not be the most important aspect of creating your corporate culture, but it is a physical symbol of the vision and direction of a company that can attract the talent you need to take your company to the next level.

Want to learn more about creating a great corporate culture? Visit our Talent Acquisition Consulting Solutions page to learn how ORS can define and locate the talent you need.

 

Written By: Christopher Eberhardt