object(WP_Post)#4870 (24) {
  ["ID"]=>
  int(17113)
  ["post_author"]=>
  string(1) "5"
  ["post_date"]=>
  string(19) "2017-04-12 16:30:50"
  ["post_date_gmt"]=>
  string(19) "2017-04-12 06:30:50"
  ["post_content"]=>
  string(4652) "First of all, why is culture important?

We all know that the “Baby-boomer” generation were famous for wanting the benefits that come with a new job, the dental program, the laundry service, the discounted health and fitness program… However, when it comes to modern requirements for the “Millennial” job seekers, what do they want? These guys are all about the company culture. To them, it’s less about the free basket of mini-muffins at work and more about the relationships that they form, being recognised for what they do; the balance between work-hard and play-hard.

One of the most under-estimated factors in determining company culture is the internal communication processes. We know that external communication refers to the professional branding of an organisation, setting the service standards and expectations for the customers. Although, is internal communication treated under the same priority?

It should be.

Internal communication sets the cohesive tone for the expectations of employees; the discourse, the accepted practices (both spoken and unspoken) that define a working environment and can make or break the way that the office operates. Businesses MUST operate efficiently internally to outwardly produce good results!

What defines company culture?

A variety of internal communication factors influence the way that your company operates every day. These include:

Company Values, Mission Statements & Vision Boards

These determine the goals and the future of the business; ultimately what the candidate will be working towards.

Business Models

For example, whether the management style includes a family business model, or a machine/factory-working model etc. This directly impacts the attitudes and work ethics of the staff members. The way that decisions are made directly impacts upon the way employees are; valued, recognised and supported, including career paths/learning & development – ultimately determining the culture that organisation promotes (whether they know it or not).

Discourse

Every-day accepted practices and peer perceptions all assist in determining the intimate interactions of a business, in particular, top-down communication governs this quality.

How can internal communication changes improve culture?
  • Promote morale & enthusiasm in employees.
  • Reiterate the priorities of an organisation, remind the employees that they are recognised in decision making and allow them to feel valued in the operating of the business.
  • Provide the opportunity for senior level management to “lead by example” and demonstrate the culture that they want to set for the business in a way that is accessible and visible to everyone.
  • Highlight similarities of the staff, promoting an inclusive culture and collaborative work environment.
  • Cohesive internal communication ensures that the expectations and standards of a business are consistent with overall goals and vision of the organisation. It ensures that the internal processes correlate with the external.
How can we change our internal communication? Strategise Brainstorm the tone and the environment that you want the culture to be, ensure that it is clearly definable and realistic. Create traditions Write them down, put up posters, send around emails or memos and create mini internal communication campaigns to create awareness within the organisation. Bring people together Write company newsletters, create internal discussion forums, write regular announcements on your intranet. Make sure that you are creating TWO-WAY communication platforms. Obtain feedback regularly Brainstorm ideas, send out anonymous surveys etc. Give feedback regularly Send out positive feedback, appreciation emails, star employee boards and give recognition to their hard work. Employee recognition software is becoming increasingly popular to give credit and incentives to employees to assist one another, work harder and cultivate a better culture overall. These simple tricks of the trade will help you to create the company culture that drives internal success, and improves outward production. Happy employees work harder, stay longer at work and in roles, achieve higher and collaboratively, you can smash your goals!" ["post_title"]=> string(33) "How Communication Impacts Culture" ["post_excerpt"]=> string(111) "One of the most under-estimated factors in determining company culture is the internal communication processes." ["post_status"]=> string(7) "publish" ["comment_status"]=> string(4) "open" ["ping_status"]=> string(6) "closed" ["post_password"]=> string(0) "" ["post_name"]=> string(29) "communication-impacts-culture" ["to_ping"]=> string(0) "" ["pinged"]=> string(112) "http://www.coxpurtell.com.au/blog/culture-club/ http://www.coxpurtell.com.au/blog/work-life-balance-really-need/" ["post_modified"]=> string(19) "2017-04-20 08:45:07" ["post_modified_gmt"]=> string(19) "2017-04-19 22:45:07" ["post_content_filtered"]=> string(0) "" ["post_parent"]=> int(0) ["guid"]=> string(37) "http://www.coxpurtell.com.au/?p=17113" ["menu_order"]=> int(0) ["post_type"]=> string(4) "post" ["post_mime_type"]=> string(0) "" ["comment_count"]=> string(1) "0" ["filter"]=> string(3) "raw" }

First of all, why is culture important?

We all know that the “Baby-boomer” generation were famous for wanting the benefits that come with a new job, the dental program, the laundry service, the discounted health and fitness program… However, when it comes to modern requirements for the “Millennial” job seekers, what do they want? These guys are all about the company culture. To them, it’s less about the free basket of mini-muffins at work and more about the relationships that they form, being recognised for what they do; the balance between work-hard and play-hard.

One of the most under-estimated factors in determining company culture is the internal communication processes. We know that external communication refers to the professional branding of an organisation, setting the service standards and expectations for the customers. Although, is internal communication treated under the same priority?

It should be.

Internal communication sets the cohesive tone for the expectations of employees; the discourse, the accepted practices (both spoken and unspoken) that define a working environment and can make or break the way that the office operates. Businesses MUST operate efficiently internally to outwardly produce good results!

What defines company culture?

A variety of internal communication factors influence the way that your company operates every day. These include:

Company Values, Mission Statements & Vision Boards

These determine the goals and the future of the business; ultimately what the candidate will be working towards.

Business Models

For example, whether the management style includes a family business model, or a machine/factory-working model etc. This directly impacts the attitudes and work ethics of the staff members. The way that decisions are made directly impacts upon the way employees are; valued, recognised and supported, including career paths/learning & development – ultimately determining the culture that organisation promotes (whether they know it or not).

Discourse

Every-day accepted practices and peer perceptions all assist in determining the intimate interactions of a business, in particular, top-down communication governs this quality.

How can internal communication changes improve culture?

  • Promote morale & enthusiasm in employees.
  • Reiterate the priorities of an organisation, remind the employees that they are recognised in decision making and allow them to feel valued in the operating of the business.
  • Provide the opportunity for senior level management to “lead by example” and demonstrate the culture that they want to set for the business in a way that is accessible and visible to everyone.
  • Highlight similarities of the staff, promoting an inclusive culture and collaborative work environment.
  • Cohesive internal communication ensures that the expectations and standards of a business are consistent with overall goals and vision of the organisation. It ensures that the internal processes correlate with the external.

How can we change our internal communication?

Strategise

Brainstorm the tone and the environment that you want the culture to be, ensure that it is clearly definable and realistic.

Create traditions

Write them down, put up posters, send around emails or memos and create mini internal communication campaigns to create awareness within the organisation.

Bring people together

Write company newsletters, create internal discussion forums, write regular announcements on your intranet. Make sure that you are creating TWO-WAY communication platforms.

Obtain feedback regularly

Brainstorm ideas, send out anonymous surveys etc.

Give feedback regularly

Send out positive feedback, appreciation emails, star employee boards and give recognition to their hard work. Employee recognition software is becoming increasingly popular to give credit and incentives to employees to assist one another, work harder and cultivate a better culture overall.

These simple tricks of the trade will help you to create the company culture that drives internal success, and improves outward production. Happy employees work harder, stay longer at work and in roles, achieve higher and collaboratively, you can smash your goals!

Tags: Client Tools | Culture |

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