1.
Building Process of
Strong Corporate
Culture

2.
Corporate Culture

3.
Corporate Culture
 Corporate culture refers to the beliefs and behaviors that
determine how a company's employees and management
interact and handle outside business transactions.
Often, Corporate Culture is implied, not expressly defined, and
develops organically over time from the cumulative traits of
the people the company hires

4.
Elements of a Strong Corporate Culture
If you are starting a business or running an existing one, the culture that it has
is essential to the overall success of your company. Several elements
contribute to a strong corporate culture.
 Clear Mission
When a company has a clearly defined mission statement and everyone
in the company understands it, this is a sign of a potentially strong
culture. Many successful companies know what they are trying to
accomplish and are moving in a clear direction.

5.
Elements of a Strong Corporate
Culture
 Respect
Another sign of a strong corporate culture is respect among
employees. The upper management of a business should treat its lower-level
employees with respect and strive to make them happy in their jobs. When
employees feel respected by management, they tend to perform better and
stay actively engaged in their jobs.

6.
Elements of a Strong Corporate Culture
 Solid Communication
Another common thread found in companies with strong
organizational cultures is solid communication. This means that upper-level
executives freely communicate with lower-level employees and vice versa.
These companies often implement an open-door communication policy with
their employees. When a company has good communication between its
employees, it can often avoid conflict as employees work through problems
they may have.

7.
Elements of a Strong Corporate
Culture
 Superior Performance
While this may not always be the case, many companies
with a strong culture also tend to produce superior results. When a culture is
strong, it leads to happy employees and happy managers. When
communication is strong, it helps departments and employees work together
better. With these factors in play, many companies perform better and put
out better results

8.
Great Corporate Culture

9.
Great Corporate Culture
The corporate culture is the set of beliefs that an organization
holds and it influences every area of a business. If you are
starting a business or running an existing one, the culture that it
has is essential to the overall success of your company. Several
elements contribute to a strong corporate culture.

10.
Components of a Great Corporate
Culture
 Thorough Hiring Process For The Brightest And The
Best
 Google receives over 1 million resumes each year, with less
than 0.5% of all applicants actually being hired.
 Assessing not only a candidate’s technical skills and intellect,
but also his creative thought process and quick thinking
abilities.

11.
Components of a Great Corporate
Culture
 Clear Mission And Values: Why You Do What You Do
 Google's mission statement is “to organize the world's
information and make it universally accessible and useful.”
 Google’s vision statement is “to provide access to the world’s
information in one click.”

12.
Components of a Great Corporate
Culture
 Practicing Transparency And Open-Door Environment
 Google Door “Default to open” Knowing That Good
Decisions Can Come from Anywhere
 Sharing information through weekly meeting
establishes transparency in the office, creating an
environment where everything is up for debate.

13.
Components of a Great Corporate
Culture
 Employee Recognition For Small And Big Contributions
 Google recognizes that appreciation is the best way to reward employees
for their contributions.
 Goolge is equally willing to celebrate failure as well.
 Google products are known to always be in Beta – mistakes are praised.

14.
Components of a Great Corporate
Culture
 Casual, Democratic Atmosphere
 Afternoon volleyball breaks
 You don't need to be at your desk to need
an answer.

15.
Components of a Great Corporate
Culture
 Voice and Value
 Freedom over How and When Work is Completed
 Flexibility
 The need for information crosses all borders.
 Food is Pretty Easy to Get – 150 Feet from Food Rule
 Fun is a Regular Aspect of Work
 There are pajama days, dress up days and a Halloween
costume party. Every April Fool’s Day,

16.
Components of a Great Corporate
Culture
 Organizational Culture Boosted By Community
Engagement Outside Of Work
 Commitment to community is one of the leading indicators of
a great corporate culture.
 Google has contributed $1.2 billion to the Berkeley County
data center facility as a long-term investment, along with close
to $1 million for charitable causes in South Carolina.

17.
Components of a Great Corporate
Culture
 Making HR Into A Science
 When google found that women were leaving the company at
twice the rate, their HR department identified the main issue
to be the maternity leave plan for new mothers.
 When they changed the plan so new mothers could get 5
months paid time off instead of 12 weeks, Google’s attrition
rate for women dropped by 50%!
 Making Human Resources into a science Google has become
the country’s best employer.

18.
ELEMENTS OF BUILDING AN
ORGANIZATIONAL CULTURE

19.
ELEMENTS OF BUILDING AN
ORGANIZATIONAL CULTURE
1. Teach It
The more and more effectively we teach people
what we are looking for in our culture, the
more likely it will become the reality. Talk about
the informal ways in which you envision the
group working together, the way you want the
customer experience to feel, etc.
One of the best ways to teach the culture is to
tell stories. There’s something solid that
resonates when people hear nice tales of how
things were handled in a difficult situation, or
how the organization has successfully
progressed to where it is.

20.
ELEMENTS OF BUILDING AN
ORGANIZATIONAL CULTURE
2. Define It
If you have a number of
leaders running your organization, you
may not immediately have full agreement
on what your desired culture is. In that
case, there must be hard discussion
amongst the key decision makers so that
you can reach a consensus.

21.
ELEMENTS OF BUILDING AN
ORGANIZATIONAL CULTURE
3. Live It
This is especially critical for
the leaders in our organizations; the staff
sees everything we do. I remind myself that
every action I take and every word I speak
will have an impact on how our
organizational culture develops. Pretending
that my words, actions and attitudes don’t
impact it significantly would be to live in
denial.

22.
ELEMENTS OF BUILDING AN
ORGANIZATIONAL CULTURE
4. Measure It
Once we’ve identified the key
elements of our desired culture and written
them down, we must measure our success in
making them a (cultural) reality. Many will
argue that you cannot measure things like fun
or supportiveness or camaraderie; I think you
can. If you want to have a results-oriented
organization, you are more likely to succeed if
you measure your success at putting the
culture into place.

23.
ELEMENTS OF BUILDING AN
ORGANIZATIONAL CULTURE
5. Reward It
A common problem in every
organization is the mismatch between
what it says it wants and what’s
rewarded. In some cases, the issue is
just an absence of rewards. They say
that they want people to learn but the
only reward is that they know more
than before a seminar.

24.
The 12 Attributes of a Strong Culture
 Respect/Fairness

25.
The 12 Attributes of a Strong Culture
 Trust/Integrity

26.
The 12 Attributes of a Strong Culture
 Change/Adaptability

27.
The 12 Attributes of a Strong Culture
 Results Orientation

28.
The 12 Attributes of a Strong Culture
 Teamwork

29.
The 12 Attributes of a Strong Culture
 Employee Engagement

30.
The 12 Attributes of a Strong Culture
 Responsibility/Accountability

31.
The 12 Attributes of a Strong Culture
 Learning Opportunities

32.
The 12 Attributes of a Strong Culture
 Meaning/Purpose

33.
The 12 Attributes of a Strong Culture
 Communication

34.
The 12 Attributes of a Strong Culture
 Decision Making

35.
The 12 Attributes of a Strong Culture
 Goals/Strategy

36.
Keys To Building A Strong Corporate
Culture

37.
Keys To Building A Strong Corporate
Culture
 Build an Awareness of Culture and Commit to Refine Your
Strategies and Plans
Organizations often start by clarifying some
of the key challenges they have as an organization. Think about
frustrations about “the way things work around here” that are
holding your organization back from reaching its potential. It
also helps to define strengths you need leverage in support of
your vision or strategy as you understand how to further
improve your culture.

38.
Keys To Building A Strong Corporate
Culture
Measure your Culture and Engage the Organization in Understanding
the Results at a Deeper Level.
Some organizations think they may be covering
this measurement through an engagement, climate, satisfaction or
other survey but they are actually only evaluating a fraction of the
overall culture. Use a research-based tool with a substantial
benchmark database so you will be compared to many other
organizations. Engage your organization in the process to move from
the fog of opinions and lack of clarity about your culture to a clearly
defined picture of what you are all about.

39.
Keys To Building A Strong Corporate
Culture
 Engage the Organization in Feedback and Prioritization
Utilize feedback and prioritization techniques to
understand your culture assessment results and to identify the
top improvements to leverage strengths and improve weak areas
that are holding you back. Many organizations obtain feedback
but then employees are left wondering what will happen next.
The key is prioritization as a team and not just more feedback.

40.
Keys To Building A Strong Corporate
Culture
 Measure Progress Consistently and Refine Improvements
There will need to be regularly scheduled
feedback and prioritization routines to identify and build on
what’s working and to adjust actions that aren’t having the
desired impact. The organization will see what’s working and
what’s not and will spread the good ideas of your new operating
model to areas outside of the 1-3 priorities you originally
identified. You’ll know at that point you have the flywheel of
culture change moving and gaining momentum.

41.
What it Takes to Build a Strong
Corporate Culture

42.
What it Takes to Build a Strong
Corporate Culture
 Define your legacy
“Decide what kind of organization you
want to have, Many people leave the corporate
environment and join a small business because they
were treated poorly. Think about what you want
people to say about your company when they leave
and then work backwards.”
suggests Roberta Chinsky Matuson, president
of Human Resource Solutions, an HR consultancy in
Northampton, Massachusetts

43.
What it Takes to Build a Strong
Corporate Culture
 Hire Smartly
Hiring is perhaps the key or one of the
foundational keys to success. It is important
to hire good people who are the “right
people” for the job.
Why is this important?
The people you hire will determine for the
most part your company’s future.

44.
What it Takes to Build a Strong
Corporate Culture
 Be ready to change.
Nothing stays static in business
today, and the corporate culture that
works when your company is in the early
stages may need to evolve as your
business grows. If your corporate culture
needs a tune-up, don’t be afraid to make
changes.

45.
What it Takes to Build a Strong
Corporate Culture
 Keep it authentic.
Corporate culture should be a natural
outgrowth of your business’s mission, your
industry, your customers and even your
Personality. Don’t try to “force” a corporate
culture that’s not authentic.
• IBM has one corporate culture,
Zappos has a very different one. Each is
authentic to the business involved.

46.
What it Takes to Build a Strong
Corporate Culture
 Involve your team.
Although you are a key driver
of your business’s corporate culture,
that doesn’t mean you can impose it
from the top down.
Involve your employees in fine-
tuning your mission statement and
determining what kind of culture
they want to create.

47.
THANKS