3 steps to building company culture. Here goes, Anshila
1. Define the values that will help you achieve your business vision. Don’t pick generic words that sound politically correct. Sharpen them to make them count for your company. For instance, one of Amazon’s leadership principles is Think Big because ‘thinking small is a self-fulfilling prophecy’.
2. For each value, define behaviours for different employee segments. For example, what does a value like ‘Think Big’ mean for a developer versus a sales person versus a financial guy? What is an example of thinking big versus thinking small for each function? Communicate this clearly across the company.
3. Build KRAs to encourage these behaviours and tie them into your HR appraisal process. People get rewarded for living the values and select out if they don’t.
Not trying to slip in a fourth point but remember that companies are living, breathing entities. Circumstances change, business models change. While they are generally long-standing, cultures cannot be writ in stone. They must evolve. Take the time out periodically to examine whether your culture and its foundational values are helping you deliver your promise. Else tweak the whole chain.