corporate culture

7 Methods to improve the corporate culture of your organization in 2021

Improve the corporate culture in 7 different ways

A suitable corporate culture can have a strong impact on the confidence and work habits of your employees. Here are some ways to effectively improve this basic characteristic.

One of the many factors of well-being and productivity in the workplace is linked to the corporate culture. But why is it so important?

People spend a large part of their time in the workplace: 8 to 9 hours a day of their life is spent working or related professional activities.

This does not include travel times, which can range from five minutes to four hours, during which people generally respond to work emails or reflect on their workday.

In other words, people have very little time to spend on relaxing activities at home. This is why the workplace of a company must respond to an adapted and relaxing corporate culture.

If you are an executive, manager, or member of the human resources team and you notice a decrease in confidence and positivism among your employees, you may need to re-examine the corporate culture of your organization.

The workplace is not exclusively for designing presentation ideas for the next big meeting or conference. It is also a place that should facilitate and promote personal development and interpersonal relationships.

Some popular myths of corporate cultures extol the merits of unusual advantages or old-fashioned values ​​for improving working conditions. But these guidelines are not always effective.

Use the following 7 methods to actively improve the corporate culture of your organization in 2020 and create a supportive work environment for your employees.

Facilitate inter-service communications

An essential element in improving the corporate culture is to facilitate communication between the various players in the company (managers, managers, human resources, and employees).

Inform your employees of your company’s mission and objectives. Explain to them the role and tasks they can undertake to participate in the evolution of the business. Share your roadmaps and timelines with them.

It is important that your employees do not feel isolated and do not feel like they are mere performers. They must feel that they are an integral part of the various business processes.

Each employee must have the feeling of contributing to the development of the company, whatever their position or responsibilities.

Inform your employees of the company’s successes and failures, but be careful how you do it. Do not add to the success of an employee or a team at the expense of other employees.

Also, avoid publicly reporting the failures of an employee or team, or blaming certain employees. Chess is part of corporate life. Clarify what is wrong, then look for ways to resolve problems and improve processes.

Communication must always be two-way. Accept criticism and comments from your employees. After all, they are at the heart of your business processes and they have more intimate knowledge of what works and what doesn’t.

#1. Be transparent

Transparency has not always been a key element in the workplace, but today it is an important motivator for employees.

Will the major changes that need to be implemented be initiated in the management line or in your point of sale system? Employees need to know what to expect and when.

The worst thing you can do is talk about the changes evasively and without transparency. This will create a cloud of fear in the minds of your employees.

This lack of transparency will have a negative impact on the atmosphere in the workplace and will reduce employee confidence and motivation.

Inform your teams of weekly progress and guidelines via your company’s live chat tools, so that they are up to date with company activities and upcoming changes.

#2. Create inter-employee connections

Isolating employees from each other might seem like a good idea: the fewer interactions, the more productive the employees.

But anyone who has ever worked in an office knows that this theory of the past is completely counterproductive. Lack of interaction can be extremely demotivating for employees, and the feeling of isolation significantly reduces productivity.

Create opportunities for connections between employees during working hours, without chaperoning managers and leaders.

Simple mentoring programs may be enough to connect employees: e.g. SEO Marketing experts will have the opportunity to share their views with younger employees who are interested in a career in digital marketing.

The important point to note is that employees need to feel comfortable interacting and progressing together.

#3. Give meaningful rewards

Just as it is necessary to satisfy its clients, do not forget to reward your employees. Recognition is very important in business. Employees must feel that their efforts are recognized by their supervisors.

Reward employees who have achieved set goals and exceeded expectations. Reward the people who deserve it.

Some companies believe that special rewards, such as relaxation areas and the ability to bring their pet to the workplace, make employees happier at work. But it’s not always the case.

Most employees want standard benefits such as insurance and vacation days, not a relaxation area or a foosball table.

Employees far prefer financial rewards or extra days off because these rewards have a direct impact on their well-being. It is an ideal type of reward for any business because it will benefit their reputation in the long term.

#4. Encourage professional development

An employee who has the impression of stagnating in his duties will probably experience a reduction in motivation and productivity. To combat this, you must cultivate an atmosphere of professional development using the corporate culture of your organization.

To boost the motivation of your employees, you can, for example, send them to conferences or training courses, without impacting company budgets.

Learning new skills is not only beneficial for employees (giving them the possibility of horizontal or vertical progression in the company), but also for the company in the long term.

#5. Be flexible

People’s daily lives become more complicated and more demanding every day.

People often have to combine jobs and projects to make ends meet: e.g. an employee who tries to write a book in his spare time or who is simultaneously preparing a restaurant opening project.

In addition, employees must take care of their children or even their parents or grandparents. An employee can have heavy external responsibilities.

In this type of busy atmosphere, it is important that the corporate culture of your organization gives your employees the opportunity to breathe in the workplace. They shouldn’t be terrified of being away from their computer for a few moments.

Be flexible with your employees’ work schedules: they may not always arrive at 9 a.m., but they may be able to stay after 5 p.m. some days.

When employees aren’t terrified of arriving precisely at 9 a.m. and finishing exactly at 5 p.m., things tend to balance out naturally.

You also need to be flexible about unexpected events: a child who gets sick, a family member who needs special attention, a parent or grandparent who needs to see a specialist, etc.

The corporate culture of your organization should be flexible enough for employees to feel that they can live their lives while working.

#6. Adopt technological tools (without excess)

Technologies greatly facilitate working conditions in companies. Adopt conversion rate optimization tools to automate the work of your employees.

However, avoid using too many tools as this may put more stress on employees, who will feel compelled to learn techniques that are beyond their skills.

#7. Improve the corporate culture of your organization today

An appropriate corporate culture can improve the well-being and productivity of your employees. But remember that this process takes time: there is no immediate success in this area.

Start thinking about your organization’s corporate culture as soon as possible. Open a dialogue with your employees and your teams to learn more about their expectations, and make a difference.


Author Details


Name- Raunak Pandey

Bio- Raunak is a Mechanical Engineer by qualification & Marketer by passion. He is the co-founder of Maiden Stride, a leading digital marketing agency that provides world-class search engine marketing services and website & application development.


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