Building an Authentic and Inclusive Company Culture

Every company has a culture. It’s how your employees interact with each other and how you interact with other companies. It’s your values and what you stand for. It’s the way you work on a day to day basis: your habits, your practices, etc. In short, it’s everything that makes your company what it is. And it’s a big part of what will ultimately determine your success of failure. Therefore, if you want to improve the direction in which you’re going, you’re going to need to take an active interest in building your company’s culture, to make it authentic and inclusive. Here are a few ways to do that.

Know Who You Are—and Who You Want to Be

What is it that your company stands for? What are your core values? What are your goals for the next year, the next five years, the next century? Determining who you are as a company will help you better establish a more authentic company culture. Don’t just look at bigger, more successful organizations in your field and try to copy them. That will just doom you to failure. Instead, embrace what makes you unique.

Get Rid of What Doesn’t Fit

When you hire a new employee, it’s important to make sure that they’ll fit into your company culture. There are a number of assessment tests and analytics programs that can help you do that. That, plus the interviews, will hopefully help you find the best workers to complement your existing dynamic. But if somehow it doesn’t work out, don’t be afraid to replace them with someone better suited. Of course, firing employees quickly doesn’t mean you should have an itchy trigger finger. That makes it difficult to maintain inclusivity. But if it’s clear that an employee simply won’t work in your company, it’s better to let them go sooner, rather than later. Likewise, if some of your practices and policies aren’t meshing with your culture, and aren’t yielding the results they should, eliminate them and find a better way. It’s easy to hold on to old, established ways of doing things, just out of habit and routine. But doing so can be detrimental to your company.

Create Dialogue

Do your employees have a voice within your company? When you make decisions, are you taking their opinions into consideration? When they have concerns, is there an outlet for them to express them and have action taken in response? Your employees are the most important part of your company culture. Maintain an open dialogue with them, rather than just dictating to them and expecting them to follow. This will lead to better job satisfaction and help you to solve problems more quickly and make better decisions overall.

Recognize Exceptional Work

Confucius said that a good government is one that both chastises those who do poorly and rewards those who do well. This can also be applied to business. Unfortunately, a lot of companies only practice the former. If someone’s sales numbers aren’t where they should be, management is jumping down their throat. But when they reach a new milestone, no one says a word. Make sure your employees feel appreciated and recognize and reward them for a job well done. When you do that, you make them feel more invested in their job and in your company and motivate them to continue working hard and doing well going forward.

Authenticity and inclusivity are both essential aspects of your company culture. Your organization should be like a family. It’s where most of your employees spend the bulk of their day. They should feel like they belong—like they’re a part of something great. And by building an inclusive and authentic company culture, you can help them be proud of that fact.

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