Designing a corporate culture is an essential step in solidifying your employer brand and marking yours as an organization of choice. A corporate culture is a highly unique set of values and characteristics that exemplifies your company’s employee relationship. Far from a one-size-fits all definition, it encompasses all of the specific components that differentiate your company from your competitors. Less about the product, it rather refers to your work environment: what innate qualities in the daily and overall office life attract employees and new applicants.
Corporate Culture Elements
1) First things first: define what overarching values steer your company. Understand what it is about your organization that drives your employees to continue coming to work every day. Grasp what tools you use to provide them with the opportunity to feel that they are really contributing towards a greater goal, are using their creative talents, and are growing in their fields. For example, do you place a high value on teamwork, feedback, or consistent training and development? Answering the question of precisely by which means you want to realize your organization’s mission will help you better provide your employees with an environment that is conducive towards reaching it.
2) Recognition is a huge component of a healthy corporate culture. Employment is not a simple transaction that can be summed up on a pay slip. Employees are emotional beings as well, and regular acknowledgement aside from a salary can go a long way. 
Extra approval validates their work, and sends the message that they are on the right path. This infusion of reoccurring positive optimism into the workplace is attractive to employees, making them really feel that they are a part of a team collaborating towards a greater goal – and this drives further loyalty.
3) Physical environment: It may sound a bit superficial, but on a subconscious level, surroundings are crucial. You want to provide a comfortable environment for your employees, where they feel energized and good about working. There is a difference between a cubicle set-up and an open space; the latter invites more collaboration, so determine if this is important to your culture. And even if the workfloor is not communal, ensure that there is enough of a public area where employees can take a breather, socialize with their colleagues and feel that their workday involves more than just sitting behind a computer.
Conclusion
It’s important to remember that corporate cultures are flexible, and are liable to change. They may be based on your company’s core vision, but the ways by which they are manifested can be altered due to external and internal elements, such as the introduction of remote work capabilities, BYOD options, a surge in new hires, or a change in production patterns. The same zeal that drove the company at the beginning may dry out after a while, as a culture that worked for a group of employees and technologies and environment ten years ago doesn’t jive as well with today’s ensemble. Don’t be afraid to admit when your culture needs a new strategy – it can give the entire workforce a much-needed boost.
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