Establishing an Organizational Office Culture

Establishing an Organizational Office Culture

If you want others to own the culture, you have to act in such a manner that shows others that you live the culture. According to Jonathan Osler, for companies to have an established organizational culture, they should advocate for beliefs, attitudes, and values that align with their favorable outcome. According to him, there should be a mission statement that is clear and which will attract employees with the same values and who will support its goals. There are six ways to establish an organizational office culture.

Defining the culture

This is the proper way to behave within the organization. This means coming up with a set of norms and values that represent the organization. There should be clear objectives, values, beliefs, and all there is to know about the organization so that everyone is on the same page.

Communicating the culture

The culture of the organization should be clearly communicated to all employees, customers, and all people that are involved with the company such that everyone understands and is aware of what is expected of them. Organizations with open and transparent office cultures enjoy the benefits of satisfied and happy employees.

Modeling the culture

This means living up to the beliefs and norms of the company as an example to others and, in other words, leading by example. In that way, others will follow the lead and do what is expected of them. There should be no cases of favoritism or corruption, or any other vices that do not support the organization’s mission.

Reinforcing the culture

Communicating a set of values and norms is not enough. They should be constantly reinforced within the organization. For instance, leaders can enforce the organization’s culture by having open and regular dialogues about their employee’s work. This strengthens their trust in their leader. Celebrating successes and giving recognition to team members when their actions embody company values is also necessary. Also, creating traditions that support your culture can help in reinforcing it.

Evaluating the culture

Culture shows up in behaviors. Note how employees behave in meetings. Also, observe how leaders react when challenged with ideas that differ from their existing state of affairs. Discuss how people interpret the company values. Employees are fully embedded into the culture if they can say how values guide their actions and decisions within the organization. Evolve but don’t destroy; Change is inevitable, especially in a world that is constantly evolving. Change allows organizations to adapt to new challenges and create new opportunities. When change happens in an organization, it should align with its mission statement. Employees’ understanding of change should be improved in an organization. There should be increased communication between management and employees when change occurs, which can boost trust among them. Risks should be identified and mitigated. Employee satisfaction should also be enhanced. Establishing a successful organizational office structure is essential for any company. The above steps by Jonathan Osler can significantly help establish a thriving organizational culture aligned with the company’s values and norms and ensure that everyone is working towards the same goals.