12 Factors That Make Up Your Corporate Culture

What’s Your Corporate Culture Made Of?

Factors That Make Up Your Corporate Culture

The 12 factors illustrated above make up the unique culture of every business. Some factors may play a critical role in the day-to-day activities of your business, while others don’t apply. If you want to have a comprehensive understanding of your corporate culture (and how to use it to attract top talent!) you have to evaluate what that culture is made of.

Leadership

Culture starts at the top. You CEO is responsible for setting the tone for your entire organization.

Strategy 

Your culture is shaped by your corporate strategy. The unique mix of the four chief business strategies employed by your company shapes your culture.

The four chief business strategies are:

1) operational performance

2) product excellence

3) market growth

4) financial maximization

Change

A start-up will have a very different culture than a Fortune 500 company. Where you are in the life-cycle of your business plays a big role.

Competition

All businesses compete for something. It could be sales, recruits, investment dollars, or market share. The prize you covet says a lot about your culture.

Industry

The nature of the industry you’re in makes a difference. In the promo world, the summer is slow and we’re scrambling for holiday orders in the fall.

Resources

Sitting on a ton of cash or barely scrapping by? The resources that you have (or don’t have) makes your company what it is.

Resistance

Is your company open to change? Making change work is hard enough without internal obstacles, with them it’s nearly impossible.

Management

Great managers build great teams, perform when it counts, and develop the new talent needed to grow. Lousy ones just collect a paycheck.

Fit

Are you hiring the right people? Can they excel in your business? Making mistakes here costs a lot of money and hurts morale.

Capacity

What capacity do you have for change? Can it be rapid or does it have to be slow? Planning processes dictate how flexible your business can be.

Performance

Are things on track or are you behind where you expected to be? How do you respond when things fall behind? In our experience, this is the critical deciding factor on what you’re culture is.

Timing

Is your business driven by deadlines or is it more casual. It takes a certain person to thrive under a deadline. Hire carefully.

source: LinkedIn Talent Blog
Determine Cultural Fit

The 3 Questions That Determine Cultural Fit

Matthew Mueller

Clothier, Knot Standard, realized early in their development that finding talented employees who fit their culture would make the difference between success or failure. The stakes were high. Finding people who fit the culture was the only thing that mattered for them.

This focus on fit lead to the realization that three simple questions could tell them more about a candidates culture fit than anything else.

#1 What do you do better than anyone else you know?

Hiring managers want to know what candidates are the best at! What area are you exceptional in? An honest and direct answer shows strong confidence.

#2 What are you poor at? What do you try to avoid whenever possible?

This question is highly related to #1. Managers already know what you excel at, but what are you bad at? Most positions are best suited for specialists. Knowing both what you’re great at and poor at gives the managers all the information they need to build a role around the candidate’s abilities.

#3 Why would make you choose our company over another?

What drew you to our company in the first place? Do you have a passion for what we do? Can you identify with our corporate mission? This question is an indicator of a candidate’s long-term passion for and association with the goals of the company.

These three questions will give you an excellent overview of the potential culture fit of any given candidate. Never skip these questions! Culture fit is the best indicator of employee performance and longevity.

See the original article here!