How to create corporate culture and specific steps

Corporate culture is the core spirit of an enterprise. How do we create a corporate culture? Are there any key points in building a corporate culture? I bring you knowledge about creating a corporate culture.

How to create corporate culture

No company can say that it does not have a corporate culture. Corporate culture is an intangible thing. It does not exist if you can’t see it or touch it. Any company Corporate culture exists, but it has not been refined.

1. What does corporate culture include?

Corporate culture, or organizational culture (CorporateCulture or Organizational Culture), is an organization’s values, beliefs, rituals, symbols, and ways of doing things. Its unique cultural image composed of others. ?From Baidu. It can be seen from the above definition that corporate culture includes all aspects of the organization, and any momentum you can think of or unexpected is part of corporate culture. We have divided corporate culture into several parts for your convenience:

1. Spiritual culture

Spiritual culture sounds very high-level, but when it comes to the spiritual level, then This is a very difficult thing.

What does the spiritual level include? It includes the company’s values, the company’s strategy, the behavior of the company’s owners, etc. The specific form of expression is: the company's mission, values, concepts, slogans, business philosophy, promotional slogans and other literal things.

This is why many people feel that their company does not have a corporate culture, because many companies have not refined their culture into these literal descriptions, so everyone feels that this company does not even have a corporate culture. None.

Many companies focus on this aspect of corporate culture. I once saw a company whose annual income was only 2 million. It cost 50,000 yuan a year to print these corporate culture brochures, which are extremely beautiful. , the layout of values, mission, slogans, etc. is beautiful and exquisite, and sounds very noble.

2. System-level culture

Based on the company’s business philosophy and values, the company will formulate corresponding systems for all employees to abide by. The specific manifestations are: salary management system, administrative management system, attendance system, training system, etc. As long as the system is issued by the company, it is a reflection of corporate culture.

That person who claims that the company has no corporate culture, come out and tell me whether your company has a system? Without a system, how are you paid? Do you have to clock in at work?

3. Culture on the material level

Don’t think of money when you hear material. The material I am talking about is something you can see and touch.

What is the decoration style of your company? Passionate, elegant, luxurious, low-key?

Does your company hang publicity slogans? For example: XX celebrity said learning Make people progress and so on.

Does your company have a company LOGO?

What are the bright and dark symbols on the glass door?

Does your company have any machinery and equipment?

What is used to cut diamonds?

These are all part of culture.

2. How to refine corporate culture?

Since every company has a culture, I directly tell the president: our company’s work style, company system, and company office Furniture is corporate culture. The president will probably go berserk.

Culture is everywhere, and the human resources department’s effort to build corporate culture is to extract these ubiquitous things and condense them into words, so that people who have never been in contact with your company can intuitively feel your culture. What is it.

1. Understand what corporate culture is?

As a person who builds corporate culture, human resources should know what corporate culture is? What is the role of corporate culture? What is the structure of corporate culture? What does it look like? After HR understands what it wants to do, it can then proceed with the following steps.

2. Analysis of the current situation of the company

As an entrepreneurial company, the corporate culture has definitely not been established. However, as a jewelry company invested by the group, is it necessary to consider establishing a corporate culture? What is the group’s corporate culture? Do the company’s corporate culture and the group’s culture complement each other, or are they independent?

3. Establish a corporate culture construction team

Corporate culture is not a human resource What can be solved by departments requires the participation of multiple departments. The specific participating departments can be determined according to the specific circumstances of the company, but the leader of the corporate culture construction team must be the boss.

4. Refining the boss’s ideas

After the general direction of the corporate culture is determined, the company’s corporate culture can be refined based on the boss’s opinions.

Don’t ask employees for their opinions on the company’s strategy, business philosophy, etc. This is the job of the boss. You do a good job of interviewing your boss and extracting the spiritual culture of the company based on his ideas.

For the specific form of culture, you can refer to the following picture:

5. Assisted employee interviews

After determining the corporate spiritual level culture, it can be sorted out through employee interviews Develop some other aspects of the company to make up for the shortcomings of the existing system and fill the framework of the boss's ideas.

6. Analyze and organize interview records and build a corporate culture framework

The organization stage is the key stage for the formation of corporate culture. This stage requires continuous organization and condensation, and constant communication with the boss. To put it simply, it is the process of condensation, communication, modification and condensation.

3. Implementation of corporate culture

Now that corporate culture has been built, the most important thing is to do a good job in implementation. Time is limited and I will briefly write down a few implementation measures:

1. Concept Identification (MI)

The spiritual level can be achieved by making slogans, promotional boards, etc., which can be placed in the company aisle, hung on the wall, etc.

2. Visual Identity (VI)

I used to hear what company brand designers said about VI construction, but I never knew what it was. Later I learned that it is visual identity, and it can be embodied in detail. In corporate logos, flags, slogans, clothing, letterheads, work number plates, unified patterns for printed matter, etc.

3. Behavior Identification (BI)

Mainly reflected in two aspects: First, the company’s internal publicity, education, and training for employees; second, external publicity, such as advertising, etc. . By organizing and carrying out a series of activities, the spirit and concepts established by the enterprise are integrated into the practice of the enterprise and guide the behavior of the enterprise and employees.

Action is the key to establishing corporate culture

The most common mistake that companies make when establishing their own corporate culture is an external culture, which is a false culture for others to see. Culture, this kind of culture is more regarded as a means of marketing, and the other is oral culture, which means that corporate culture continues to flow verbally, but there is no trace of culture in actual actions. Corporate culture is actually a synthesis of goals, values, beliefs and behavioral norms. It is the basic core and guiding ideology of corporate behavior. If it is just a superficial concept of corporate culture and ignores its core values, then corporate culture will not be of any help to the company. .

We can find that the corporate culture of highly respected companies is often widely praised, and the reason why these companies are successful lies in the implementation of corporate culture as the criterion for their actions, such as Haier The core culture of Haier is innovation, which not only refers to innovation in products, but also includes concepts, strategies, organizations, technologies and markets. Haier will become a world-renowned enterprise by continuously acting in accordance with the spirit of innovation. We can often see similar corporate culture in other companies, but these companies have not become as influential as Haier. The key lies in the lack of thorough execution.

Corporate culture is the core spirit of an enterprise, and action is its key. Just like a person, most people will have different opinions. They can make accurate judgments about one thing, but lack the ability to take action. Companies are similar. I believe most companies understand the importance of corporate culture. The reason why it cannot be fully implemented is the lack of execution and action. What companies often do is to promote and pave the way for employees and the outside world, making it only superficial.

If you want corporate culture to play its greatest role, you must have faith-like loyalty to your corporate culture. Alibaba’s values ??are customer first, teamwork, embracing change, integrity, passion, and dedication. As the leader of domestic e-commerce, Taobao, while frequently creating miracles, was still criticized at the annual meeting because of poor customer service. The reason for the criticism is that it pays too much attention to the development of Taobao and ignores the "customer first" principle reflected in the corporate culture. This is also the reason why Alibaba can continue to develop and have extremely high loyalty among its customer groups. For an enterprise, just having culture does not mean anything. Taking culture as the criterion for action is the key.