- What’s your company’s mission?
- What core values do people share within your organization? What makes certain people shine (or not)?
- Think about the individuals who haven’t thrived in your organization. What competencies or qualities did they lack?
- What are the key annual events or recognition opportunities for employees? What sort of response do they inspire?
- What makes your company unique in your industry? Is it your people? Your product? Your process?
Why Culture Matters
“So what’s it like to work here?” Now there’s a question I hear at least a few times a week. Simple as it sounds, figuring out how to answer can be pretty tough. But answering it well -- in other words, being able to define your company’s culture on the spot -- is among the most critical functions of the HR team. Whether you’re managing a global organization or an early-stage start up, defining your culture requires more than the occasional swag distribution. Understanding and recruiting to your culture is key to keeping your organization and your employees committed, focused and productive. What Is Culture? A company’s culture describes the daily grind, sure, but it’s also about employees’ attitudes toward their company, and their perceptions of the attitudes the company holds toward them. Culture also encompasses the stories the company tells about itself -- the ones that come up, year after year, about its origins, traditions, big ideas and big personalities. When you define your culture, you define what makes your company and your people tick. Defining Your Culture Want to jump-start your company’s conversation about culture? Here are a few questions to get you going: