‘Culture’ is another of those business buzzwords that can be hard to pin down but, in your position as leader, things will get increasingly harder if you don’t take the time to define and cultivate a positive organisational culture of your own.
Yes, a decent salary can shine a favourable light when payday rolls around, but our research shows that it’s not the be-all and end-all. In fact, if money is the only motivator, your people will merely show up to do the day job and leave as soon as possible. And the effect of this transactional workforce will limit productivity, increase attrition rates, diminish your brand and leave company morale as flat as a pancake.
So, what’s going to provide motivation, enthusiasm and job satisfaction? A strong workplace culture, with a clear sense of purpose and belonging is right up there.
To put it simply, a good work culture can determine how you feel on a Sunday evening about getting up for work on a Monday morning.
In business transformation, one of the core aspects of supercharging (or resurrecting) a business is defining your purpose and clarifying the culture that will get you there. A good culture isn’t something that just happens. It needs to be thought about and defined in terms of the kind of organisation you want to be. It should permeate your entire organisation from how you position your brand to how you deliver your services, and everything in between.
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