3 Tips for a Healthy Company Culture

3 Tips for a Healthy Company Culture

Last month we explored ikigai and how it relates to finding personal purpose. Company culture can be defined through a similar process.

The purpose of an organization is the cornerstone of culture. When that purpose aligns with the individual purpose of a team – magic happens.

Company culture is the result of a group of like-minded people with a shared vision living that common purpose at work. Over time this purpose-driven action leads to combined success.

Culture doesn’t always mean harmony.

Culture is tricky. It’s not a collection of words on the lobby wall.   It’s a living, breathing thing that’s influenced and defined by every person on the team–just like a garden that requires consistent care and attention to thrive.

Add the wrong person or change a long-standing policy without collaboration and culture shifts. You can quickly see culture change from harmony to disharmony.

Stay aware of team members’ behavior and attitudes to change and new circumstances. Get their input before implementing changes.

Trust your instincts when you see something that detracts from the larger vision of the organization and be prepared to pull some weeds to ensure your culture’s long-term health.

That’s not a failure, it’s culture preservation.

Nurturing a company culture is a collective effort.

It’s a paradox. The teams’ well-being needs to be paramount, AND you need to put individual goals and perspectives at the forefront of decision-making. Ultimately putting the needs of the right team over any one person is the right choice to make.

Staying dedicated to the same goal. Feeding and watering the culture is key. Making decisions that are consistent with your purpose feeds your culture.

Suffering unhappy or disruptive people kills culture quickly.

And it’s everyone’s responsibility.

When your team is aligned with your purpose, they become culture ambassadors for your team – the best attraction is a happy team that shares the values and vision of the broader organization.

Compel the right people!

A well-defined, consistent culture is your advantage in attracting the top people to your team.  Compel them by being able to describe your purpose and company vision in a powerful way.

Be prepared to have good people say no – that’s not a bad thing.

People who see the same vision and connect with your purpose are going to thrive inside your walls and make you a better company.

Sometimes we have to say no to good – to make space for great!

While skills and qualifications are important, hiring for culture goes beyond the resume.

When new people fit easily into your culture from the first day, they’re more than team members—they’re champions of your purpose.