Five, let the corporate culture be grounded.

whenever the word "corporate culture" comes up, some people always think that it is a proper corporate term. We are a small company and a small team, so we may not need to pay attention to it. But is this really the case? If the word is changed to "the character of this group", "the image of this group" and "the style of doing things of this group", does it feel more real?

In fact, at the beginning of a company's establishment, there must be a founder with great strength. With his ideas and will, he constantly attracts talents who can compete with him to join in, survive the market test, iteratively update and accumulate precipitation, and naturally shape the style of this group of people.

However, when the scale of the organization reaches a certain level, or the top management realizes that it is time to sort out the so-called "corporate culture", it always feels that there is no way to start and there is no energy to make it. Are there any operating points? Can you get twice the result with half the effort? Yes! Next, I will share with you five routines of five cultures, namely: ritualization, experience, storytelling, visualization and life.

you need a haircut when you become a monk; Believing in Christ requires baptism; Joining the party requires an oath; The opening ceremony needs ribbon-cutting. These are all ceremonies. However, can't there be no ceremony? What's the difference with these ceremonies?

Rituals are usually specially added to be cautious and meaningful. Before the ceremony, meditate; In the ceremony, precipitation; After the ceremony, change.

and how should corporate culture be ritualized? Where is its value?

After newcomers enter the enterprise, the orientation you carefully designed for them is a ceremony. Let the newcomer understand that no matter what his status was in the past, now he has to accept new rules and start a new life here, and the change is about to begin!

the company's new product launch is a ceremony. Tell customers through a wonderful public relations activity, hey! This is the crystallization of our company's different departments and functions, and all the people work together to create it for you!

employees' travel or dinner is a ceremony; The annual meeting is a ceremony; Even charity donation is a ceremony. When the enterprise carefully designs and prepares all these cultural construction activities, employees will believe that the enterprise is treating them seriously.

Ritualization means telling all members: "We are serious, this is not a joke, everyone should pay attention to this! If a member doesn't care about his attitude, the ceremony is to remind him to adjust his attitude!

Tips: more serious ceremonies and less perfunctory forms.

to make corporate culture slogans on the wall become DNA for employees to do things, you must first let them live in those slogans.

when your company says "enthusiasm", does it regularly hold activities that will make employees feel energetic? For example, sports events, community activities or various performance competitions. Let employees engage in activities, let everyone move together, constantly strengthen their awareness, ignite their passion, drive the sense of work rhythm, and act one after another, so that the enthusiasm of employees can be truly activated.

when your enterprise says "innovation", is your staff training innovative enough? When your enterprise says "people-oriented", is your salary and benefits really people-oriented? When your enterprise says "customer first" and "pursuit of Excellence", how to design these slogans into realizable activities, and constantly invite employees to personally participate in them, experience the experience and then experience it, and become a habit over time, it will become DNA that goes deep into the bones.

Tips: only when you feel will you act!

If you want to preach with reason and make employees change, the first employee will not listen at all, and the second employee knows as much as you do.

people tend to remember stories and cases, not the truth.

along the way, there must be many stories that happened in the past. The topic of the story is very broad, as long as it can reflect the corporate culture, values and ideas, it can be included as a benchmark learning story. But not only positive, but also negative. Classic lessons also need to make employees form collective memories.

themes are: the story of Haier smashing the refrigerator, the story of footprints on the wall, the story of cigarette butts in the warehouse, the story of the manager being complained, three thank-you letters and so on.

Storytelling can help the corporate culture of the whole company to be easier to understand and inherit.

Tips: the story is idealized, and the idea is storytelled.

People are visual animals. When everything you look at is the corporate identity system carefully designed by the enterprise, and you can see the advertisements of the enterprise you belong to everywhere when you go out, you will have a special sense of pride and belonging in your heart.

if you and your team members are fighting around in a year, or fighting hard in a cold kiln, every important moment, big or small, will be recorded and preserved by members, and will appear in the annual retrospective film for a few seconds at the most important conference at the end of each year, and finally win the applause, encouragement and thanks from the audience. This visual reward effect is sometimes far greater than money, which makes employees have a higher sense of honor and loyalty in their minds.

IBM said, "No matter what color you are, you only have one color when you come to IBM, and that is blue. McDonald's said, "No matter whether you have white blood, black blood or yellow blood, you only have one kind of blood when you come to McDonald's, and that is tomato sauce.

If your team is immersed in culture for 24 hours, you will eventually receive a team with culture.

Tips: if you believe, you will see it, and if you see it, it will come true.

when a tall building rises from the ground, a journey of a thousand miles begins with a single step. The shaping of corporate culture can not be established overnight, and these cultural construction activities should be integrated into the daily life of employees. When everyone can live in a corporate culture in a natural way, others can feel at a glance which company the temperament exuded by this person's behavior belongs to, and such a corporate culture is alive!

Tips: culture is not vigorous, but dribs and drabs.