How to develop a company's corporate culture?

How to develop a company's corporate culture?

Create a corporate theme based on corporate goals.

First of all, the culture of the company is inseparable from the personality of the founder (or key leader). Especially for service-oriented companies, the way the founder treats people and attitudes will, to a large extent, The management characteristics of the founder that affect your employees may last for a long time in the company. So if you are the founder or current leader of a company, you must first improve your own image.

Then there is the issue of the system. No gold is perfect and no one is perfect. If the corporate culture is formed entirely by the personality of the leader, then there must be some or many defects in the culture, which require the system to correct. Complete.

Of course, these systems cannot conflict with the corporate culture. For example, if your corporate culture emphasizes equality for everyone, then your company system allows certain managers to enjoy privileges. This is obviously unreasonable. When formulating or adjusting the system, people's vested interests and psychological endurance should be fully considered. Even if it cannot provide incentives, at least it should not have negative effects.

The other is to strengthen employees’ awareness of corporate culture. Whether you give them training and brainwashing, or design various ritual activities, in short, you need to make them feel attached to the company, so that they will always consider the interests of the company at work, and turn what you want to instill into them into Establish a code of ethics within your company and make them feel like this is the right thing to do.

This is the hardest part. This not only requires you to treat your employees well, but also to understand them, respect them from the bottom of your heart, and make them feel that they can be useful as heroes with you. , you have to promise them a bright future. From ancient times to the present, it is the hardest thing to repay the kindness of knowing someone.

The last step is the improvement and promotion of culture. In shaping corporate culture, we must pay attention to the role of cultural networks, such as organizing sororities and interest groups, making full use of these channels to spread corporate values ??and promote the formation and development of corporate culture. How to carry out corporate culture summary

The purpose of corporate culture is to ensure the sustainable development of the enterprise in a constantly changing environment.

First of all, corporate culture shaping is to enable enterprises to adapt to the changing environment.

In the shaping of corporate culture, internal cohesion is enhanced mainly through the implementation of common values ??and concepts. In Tianyuan, you always feel that you are respected, and you don't have to worry about not being able to learn anything or being reused. The pursuit of becoming a bigger, stronger and better enterprise constantly demonstrates our ceaseless progress and pursuit of excellence. The core idea of ??pursuing excellence is innovation. The pursuit of excellence reflects the endless spiritual realm of Tianyuan people who are never complacent, always enterprising and always innovative.

As a member of Tianyuan, the interests of the company are above all else.

Secondly, corporate culture is for the improvement of business performance. Corporate culture must be "visible", and we want Tianyuan corporate culture to appear in every corner of the company. Not only should we have an office environment, buildings and facilities that can reflect the company's culture, but we should also pay attention to constantly publicizing and explaining our company's culture, especially the corporate culture concept, in office areas, conference rooms, blackboards, internal magazines and other communication media and public places. ; Corporate culture also allows employees to "feel" it. Employees' feelings come from their personal work, and related factors include leadership style, performance appraisal, incentive mechanism, team relations, training system, systems and norms, etc. For corporate managers, they must cultivate a learning culture, form a learning atmosphere, promote teamwork, communicate frequently with subordinates, and conduct regular reflection and insights, so that they can truly appreciate the true meaning of culture; corporate culture should also allow employees to " "Do it yourself" requires employees to take action. Even if it is mandatory, they must do it according to the requirements, that is, to have a "cultural experience." During the experience, whether to consider providing some benefits to employees, such as a relaxed communication environment and a more flexible incentive mechanism. These details can allow employees to feel the power of culture in actual work, just like "a taste" in our promotions.

Third, corporate culture is to extend the life cycle of the enterprise. In the process of paying close attention to the company's management, we must always integrate the construction of corporate culture throughout it, and carry out a series of activities such as employee concerts, poetry recitations, and sports competitions to help employees cultivate their sentiments and entertain their bodies and minds.

The business war is ruthless. With the continuous entry of foreign supermarkets, competition in the retail industry is filled with smoke. We, Tianyuan Chain Store, must assess the situation in the face of challenges, face them head on, move forward step by step, and strive to make our brand bigger from three aspects: products, enterprises, and services. With "high quality, variety, low price" as its business purpose and "creating Shijiazhuang people's own chain brand and Shijiazhuang people's own low-price store" as its mission, we will create the core competitive advantage of the chain supermarket and create excellence in the industry. Regional excellence. At the same time, we build a scientific management mechanism and successfully build a learning team, cultivate a modern corporate culture, and improve the quality of employees as an inexhaustible source of corporate innovation and development. This not only enhances the company's team spirit and cultural taste, forms Tianyuan's unique centripetal force and cohesion, but also stimulates employees' learning ability and creativity to be proud of the company

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In the new year, we should pay more attention to the growth of employees in the enterprise, organize business training frequently, share the experience and learning experience summarized in the operation with them, and use outings to visit and learn from classes. , organize cultural activities and other forms to improve the overall quality of employees and provide a platform for their development. At the same time, through training and the influence of corporate culture, they can be strict in self-discipline, study hard, work hard, and realize their own value in ordinary positions. Because only with wisdom and passion can the charm of our employees last. Companies without cultural support cannot achieve great things, and companies that do not create learning organizations are likely to be eliminated by the times. Therefore, it is of great significance to combine the creation of a learning organization with the construction of corporate culture.

We regard cultivating a progressive corporate culture and giving full play to the main role of people as the leading part of corporate management. In such an atmosphere of corporate culture, we Tianyuan people learn from each other, trust each other, and support each other.

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We strive to "learn new knowledge, create new achievements, promote new fashions, and build new lives" so that everyone can fully realize their personal potential, develop and innovate comfortably, and enhance the value of their lives.

Make the enterprise larger, stronger and better in image. As a consulting company, how to carry out corporate culture consulting?

My answer may not satisfy you, please contact me if you are not satisfied. liubo_jgs@163.

First of all, we must define what this culture means. If we just talk about the specific meaning of culture itself, it would be too broad, but what we are discussing now is corporate culture. I think Corporate culture is the ability to form habits among employees. There is no doubt that culture is a force, because it must be a force, otherwise we should not be interested in it, and the end point of this force is the company's ability to affect customers.

Corporate culture is a kind of spirit, a unified spirit. Entrepreneurs rely on this spirit to maintain the existence of the enterprise. This is the basis for the existence of the enterprise. So where does this spirit come from? From the entrepreneurial spirit, then, what kind of corporate culture is the best for a company? The culture of the country is the only answer. 100 companies established by 100 entrepreneurs can have 100 cultures. However, if these 100 cultures are out of touch with our inherent Chinese culture, then the possibility of this company's long-term existence will be very small.

Now let me answer your question head-on. As a consulting company, how to carry out corporate culture consulting? Consulting companies carry out corporate culture consulting. For consulting companies, it is only a part of consulting for enterprises, at most it is an important part. Therefore, the question you asked is part of the problem from the perspective of the consulting company. In my opinion, there are no real consulting companies in China, because there is no consulting company that takes spreading Chinese culture as its mission. They are all copied from Western consulting companies, and there are no exceptions. The first purpose of carrying out corporate culture consulting is to let all Chinese companies accept Chinese culture. I think it is only the mission of Chinese consulting companies. To be precise, it is to sublimate ancient Chinese culture into modern companies. The Xia Dynasty had "Lianshan", the Yin and Shang Dynasties had "Gui Zang" and the Zhou Dynasty had "The Book of Changes". From then on, the cultural power of the Chinese system was cut off. This is what I call sublimation. Chinese culture refers to the "Book of Changes", because the "Book of Changes" is the most comprehensive, so the consulting companies that can transfer the situation of the "Book of Changes" to modern enterprises are Chinese consulting companies. Otherwise, no matter how cultural consultation is, it will only be a superficial phenomenon.

How to carry out the "May Day" corporate culture activities

You can hold an "Employee Recognition Conference" to reward outstanding employees and improved employees. Not only should there be material rewards, but also spiritual incentives! (For example: "The company's senior leaders award awards to outstanding and progressive employees in front of all employees, so that they can feel the company's care and attention, and they will work harder in the future!), but this commendation meeting must be based on personal performance assessment and seek truth from facts, otherwise It will not achieve the expected results!

You can also engage in some "team development" activities to enhance teamwork capabilities!

Since it is a "corporate culture activity", it should be This will allow the corporate culture to be deeply rooted in people's hearts and integrated into their behavior! If this activity does not have any positive effect, but affects the employees' emotions, it is better to directly give bonuses and holidays to employees!

Bonuses, spiritual incentives, and cultural activities can all mobilize enthusiasm, but they vary from person to person, because people have different needs. Some people need bonuses, while others need incentives! How should the company's corporate culture construction be carried out? ? Where to start?

There are five elements that constitute corporate culture: corporate environment, values, heroes, ceremonies, and cultural networks. The three major structural elements are corporate material culture elements and corporate systems. Cultural elements, corporate spirit and cultural elements

Three steps to implement corporate culture

1. Diagnosis of corporate culture

The method and principle of diagnosis are: The above cadres gathered together and read out the group's philosophy sentence by sentence. After hearing the concept, everyone was asked to name or write down the characters and events that represented this concept. If most people can think of the representative. People or events, and the events are relatively concentrated, it means that the corporate culture has been recognized by everyone; however, if most people cannot name or write representative people or events, it means that the corporate culture and corporate philosophy have not been recognized by employees. Identification, let alone guiding employee behavior

2. Refining and designing corporate culture

Step one: First, let the company find 10 entrepreneurs. Ask people who participate in the entire development process to tell three stories. Step 2: Sort out the stories with the highest repetition rate and conduct preliminary processing to form a complete story;

Step 3. : Find ten employees who have just been in the company for about a year, preferably college and technical secondary school students, and tell them the compiled stories.

Step 4: Close up the experts and relevant company leaders. Get up, research and process the recorded content, and extract the most frequently used words that represent the spirit of the story. After processing, these words are the corporate spirit or corporate philosophy;

Step 5: Extract according to the requirements. Based on the core words that reflect the spirit or concept, re-adapt the story, create literature on the premise of respecting history, and write the company's own story that reflects the core words.

3. Strengthening and strengthening of corporate culture. Training

First, provide corporate culture training to all employees

Second, establish and cultivate typical characters.

Thirdly, formulate a management system based on corporate culture concepts and values.

Construction methods

1. Morning meeting, evening meeting, and summary meeting are to use a certain amount of time to preach the company's values ??before going to work and before getting off work every day. Summary meetings are monthly, quarterly, annual department and company-wide regular meetings. These meetings should be fixed and become part of the company's system and corporate culture.

2. Thought summary Thought summary is to regularly allow employees to compare their own behaviors according to the content of corporate culture, and self-evaluate whether they have met the company's requirements and how to improve them.

3. Post slogans to promote corporate culture. Write the core concepts of corporate culture into slogans and post them in prominent locations in the company. 4. Establishing advanced models establishes a visual behavioral standard and concept symbol for employees. Through typical employees, they can vividly and concretely understand "what is work enthusiasm", "what is work initiative", "what is professionalism", "what is professionalism", " "What is cost concept" and "What is high efficiency", thereby improving employee behavior. The above-mentioned behaviors are difficult to describe quantitatively. Only specific images can enable employees to fully understand them.

5. Website construction: Promote timely policies, ideas, and culture on the website. CEO of Mili Culture, an expert in corporate website construction, pointed out that it is more consistent and closer to find a professional website construction company related to corporate culture. The company's corporate culture. 6. Authoritative preaching: Introducing external authorities to preach is a good way to build corporate culture.

7. Going out to visit and study. Going out to visit and study is also a good way to build corporate culture. This undoubtedly implies to the majority of employees that the requirements put forward by the company management to employees are reasonable, because others have already done this. A little bit, and we didn't do this because we didn't work hard enough. We should improve our work and learn from others.

8. Stories Stories about the company are circulated within the company and will play a role in building corporate culture.

9. Enterprise Entrepreneurship and Development History Showroom Displays all items related to enterprise development.

9. Cultural and sports activities Cultural and sports activities refer to singing, dancing, sports competitions, National Day parties, New Year's Day parties, etc. In these activities, the values ????of corporate culture can be carried out throughout.

10. Introduce new people and introduce new culture. Introducing new employees will inevitably bring some new culture. The integration of the new culture and the old culture will form another new culture.

11. Carry out mutual evaluation activities. Mutual evaluation activities are for employees to evaluate the working status of their colleagues in public according to the requirements of corporate culture. They also evaluate how they are doing in public, and colleagues will evaluate how they are doing. Through mutual evaluation activities, Clarify contradictions, eliminate differences, correct shortcomings, carry forward strengths, and distinguish right from wrong to optimize working conditions.

12. The role model of leaders In the process of forming corporate culture, the role model of leaders has a great influence. 13. Establishing corporate newspapers and periodicals Corporate newspapers and periodicals are an important part of corporate culture construction and an important carrier of corporate culture. Corporate newspapers and periodicals are the window to promote the company to all the public and customers related to the company, both inside and outside the company.

The follow-up work of corporate culture construction mainly depends on the situation of previous corporate culture activities. Activities and related content suitable for the company are saved, and then the human resources department repeatedly organizes similar activities to strengthen employees' thinking. For some changes that are difficult to implement but are required by the company, employee behavior should be standardized in the form of systems and turned into habits. How do small businesses carry out corporate culture construction?

What is corporate culture? The author believes that corporate culture is the value proposition and behavioral habits of the enterprise. Every business has a value proposition, no matter how old it is. Everything has its own process of occurrence and development, and corporate culture accompanies the entire process of corporate growth. Although there are no behavioral habits when a company is born, behavioral habits are always the result of cultivating value propositions. A company may only have a vision and mission when it is established, but as it grows, it will inevitably develop a series of rules, regulations and behavioral habits around its value proposition. Just like we cannot use the physical intelligence of an adult to deny that a newborn is not a human being, we cannot use the corporate culture characteristics of a mature company to deny that a new company does not have a corporate culture. I agree with this statement: Corporate culture is the genetic code for corporate growth. As long as it is a company, it must have a corporate culture, regardless of whether it has a corporate culture manual or whether it has a beautiful slogan. The vision and mission of an enterprise are the germ of corporate culture. The gene of corporate culture has been injected into the enterprise since its birth. It is the cultural gene that determines the speed of the enterprise's growth. Therefore, we say that small businesses also have corporate culture.

Some people think that the construction of corporate culture is the exclusive preserve of large enterprises. Small businesses only need to consider survival. Where is the need to consider the construction of corporate culture? This argument that corporate culture is needed only when a company grows bigger is undoubtedly harmful. Just like cultivating good habits should start from children, good corporate culture should also be cultivated from a young age. A company can grow and expand if it has a good vision, a founder with charisma, the ability to gather talents, and the ability to attract partners. In the early stages of entrepreneurship, companies often have no documented system or standardized processes. What attracts people is vision and mission. If entrepreneurs can promote positive and healthy values, promote righteousness, and suppress negativity and laziness, the company will be able to grow rapidly. On the contrary, it will be difficult to grow. People think that in the early stages of entrepreneurship, business management mainly depends on the personality charm of the boss and the consciousness of employees. As everyone knows, this is corporate culture.

If this positive and healthy corporate culture can be inherited or carried forward, the company can thrive. If it is damaged, the company can only stagnate or die. The view that a company needs to build a corporate culture only when it gets bigger completely ignores the laws of corporate growth and can only be said to be a subjective assumption.

Since corporate culture is enriched and developed along with the enterprise, then we can complement each other by building corporate culture according to the stages of enterprise development.

In the early stages of growth, the company can organize all employees to put forward specific propositions around the core value proposition, such as corporate talent outlook, customer outlook, cooperation outlook, safety outlook, environment outlook, time outlook, learning outlook, etc. etc. You can call on employees to write their own, or you can ask employees to collect and submit them. After the companies are summarized, they are divided into categories, and then all employees are organized for selection. Any proposition that is unanimously recognized by all employees can be incorporated into the corporate value system. Then organize employees to write articles on viewpoints that they are interested in or have insights on, or provide stories of role models who have practiced well, and launch an activity within the company to learn and promote the company's value proposition. It is best to find a representative for each value proposition. The most taboo thing in building corporate culture is saying one thing and doing another. You must do what you say. If you can't do it, don't say it.

In the development and growth stage, one is to enrich the corporate value system, and the other is to enrich the deeds of benchmark figures or typical cases to make the corporate culture construction flesh and blood. It’s best if each proposition has its own company story. Let everyone inside and outside the enterprise feel the charm and influence of the corporate culture. What we promote is what we do; what we do is what we stand for. A positive and healthy cultural atmosphere and a progressive spirit of unity and progress can infect everyone in the company, and corporate culture has become an indispensable force for corporate development. The corporate culture at this stage is a mature corporate culture.

Obviously, it is inappropriate for a small business to develop a corporate culture manual from the beginning. Only when the corporate culture is quite rich in connotation, with numerous benchmarks and countless role models, can it be considered to be compiled into a book. Small businesses can build corporate culture step by step. How to see clearly a company's corporate culture?

1 Looking from the outside: first look at the industry in which the company is located. The industry determines the profit model or business model of the internal enterprise

2 Looking from the inside: whether there is a perfect company system, Especially personnel promotion and reward distribution

For most companies, it is actually not necessary to clearly understand their culture. Grandpa Zheng Banqiao said it well - it is rare to be confused.

But it is very simple to see whether a company has a bright future. Companies are used to make profits. Does the company have sustainable logic in all elements and is built around profits? Some industry standards or competition thresholds have been established.

In China, corporate culture is just a myth or fairy tale for the uncertain external environment. How does the corporate culture center work?

I don’t know what the origin of your company’s corporate culture center was. For what purpose!

As an enterprise, if you want to establish a corporate culture, you must first clarify what corporate culture is and what is the purpose of the company establishing a corporate culture center! (There is no purpose, it’s just for show)

Corporate culture is to integrate the company’s values ??into employees’ thoughts and actions. Corporate culture is a kind of values, and values ??are a kind of work attitude!

The purpose of the company to establish the corporate culture center is not to show it to everyone, but to integrate the corporate culture into the thoughts and work of employees!

The responsibility of the corporate culture center is to establish corporate culture, develop corporate culture, innovate corporate culture, and more importantly, make corporate culture effective and functional, and integrate corporate values ????into the thoughts and ideas of everyone in the company. In action! How to create a company's corporate culture?

Reprint the following information for reference

Steps to build corporate culture

The first step: A corporate culture strategy committee and other relevant departments should be established within the company, with dedicated personnel responsible ( Preferably the top leader of the company), and cooperate with a professional consulting agency to form a corporate culture execution team; Step 2: Collect excellent corporate culture cases, investigate and analyze the current situation of the company, industry trends, competition conditions, ultimate goals of the company, etc., and conclude the existence of the company The necessity and enterprise development requirements; The third step: Scientifically and artistically summarize the enterprise vision, enterprise mission, enterprise spirit, enterprise philosophy, enterprise strategy, enterprise slogan, etc.; The fourth step: Based on the refined concept layer and enterprise Based on actual needs, design corporate behavioral norms, including employee behavioral norms, service norms, production norms, crisis management norms, ceremonies, rituals, etc.; Step 5: Carry out corporate image system planning, generally by hiring a professional design agency. To ensure that the design conforms to artistry, internationalization, high recognition, industry requirements, etc.;

Corporate culture construction methods

1. Morning meetings, evening meetings, and summary meetings are held every day at work Spend some time before work and at the end of the day talking about the company’s values. Summary meetings are monthly, quarterly, annual department and company-wide regular meetings. These meetings should be fixed and become part of the company's system and corporate culture. 2. Thought summary Thought summary is to regularly allow employees to compare their own behavior according to the content of corporate culture, and self-evaluate whether they have met the company's requirements and how to improve. 3. Post slogans to promote corporate culture. Write the core concepts of corporate culture into slogans and post them in prominent locations in the company. 4. Establishing advanced models establishes a visual behavioral standard and concept symbol for employees. Through typical employees, they can vividly and concretely understand "what is work enthusiasm", "what is work initiative", "what is professionalism", "what is professionalism", " "What is cost concept" and "What is high efficiency", thereby improving employee behavior. The above-mentioned behaviors are difficult to describe quantitatively. Only specific images can enable employees to fully understand them. 5. Website construction: Promote policies, ideas, and culture in a timely manner on the website. CEO Mi Li Culture, an expert in corporate website construction, pointed out that finding a professional website construction company related to corporate culture is more in line with and closer to the company's corporate culture. 6. Authoritative preaching: Introducing external authorities to preach is a good way to build corporate culture. 7. Going out to visit and study is also a good way to build corporate culture. This undoubtedly implies to the employees that the requirements put forward by the company management authorities to employees are reasonable, because others have done this, but we have not. These are because we don't work hard enough. We should improve our work and learn from others. 8. Stories Stories about the company are circulated within the company and will play a role in building corporate culture. 9. Enterprise entrepreneurship and development history exhibition room displays all items related to enterprise development. 10. Cultural and sports activities Cultural and sports activities refer to singing, dancing, sports competitions, National Day parties, New Year's Day parties, etc. In these activities, the values ????of corporate culture can be carried out throughout. 11. Introduce new people and introduce new culture. Introducing new employees will inevitably bring some new culture. The integration of the new culture and the old culture will form another new culture.

12. Carry out mutual evaluation activities. Mutual evaluation activities are for employees to evaluate the working status of their colleagues in public according to the requirements of corporate culture. They also evaluate how they are doing in public, and colleagues will evaluate how they are doing. Through mutual evaluation activities, conflicts can be clarified and differences can be eliminated. Correct shortcomings, carry forward strengths, and distinguish right from wrong to optimize working conditions. 13. The role model of leaders In the process of forming corporate culture, the role model of leaders has a great influence. 14. Establishing corporate newspapers and periodicals Corporate newspapers and periodicals are an important part of corporate culture construction and an important carrier of corporate culture. Corporate newspapers and periodicals are the window to promote the company to all the public and customers related to the company, both inside and outside the company. How to formulate a company's corporate culture?

Steps to build corporate culture

Step 1: A corporate culture strategy committee and other relevant departments should be established within the company, with a dedicated person in charge (preferably the top leader of the company), and professional consultation Institutions cooperate to form a corporate culture execution team; Step 2: Collect excellent corporate culture cases, investigate and analyze the current situation of the company, industry trends, competition conditions, ultimate goals of the company, etc., and obtain the necessity of the existence of the company and the requirements for corporate development; Step 3: Scientifically and artistically summarize the corporate vision, corporate mission, corporate spirit, corporate philosophy, corporate strategy, corporate slogan, etc.; Step 4: Based on the extracted concepts and actual corporate needs, design corporate behavioral norms, including employee behavioral norms. , service specifications, production specifications, crisis management specifications, ceremonies, ceremonies, etc.; Step 5: Carry out corporate image system planning, usually by hiring a professional design agency. To ensure that the design meets artistry, internationalization, high recognition, industry requirements, etc.;