How to make enterprises establish a perfect corporate culture system?

Liu Hairong Corporate Culture System Construction 0 1 \ x0d \ x0d \ Teacher Liu Hairong, the God of Asian systems, is a top talent strategy expert in China, a director of China Corporate Culture Association, a visiting professor at Sun Yat-sen University, the president of Huaxing Company, a mentor of * * * winning international training institutions, a guaranteed class with an absolute profit of 30 times, and the first person in China system practical training! His "corporate culture system" is deeply loved by mass entrepreneurs. How should enterprises establish corporate culture? Here we have summarized a few and shared them with you! \x0d\x0d\ Three steps of corporate culture construction \ x0d \ There are three misunderstandings in corporate culture construction: the content of corporate culture is easy to become empty, the presentation of corporate culture is easy to become arbitrary, and the implementation of corporate culture is easy to become a mere formality. \x0d\ There are two tendencies in the methods of corporate culture construction: one is naturalism, which holds that corporate culture and corporate philosophy are naturally formed in the long-term production and operation activities of enterprises, and enterprises cannot and should not design them; The other is subjectivism, which holds that corporate culture and corporate philosophy are artificially designed. The former leads to the phenomenon of "doing nothing" in corporate culture construction, leaving everything to its own devices, and enterprises lack clear concept guidance; The latter leads to "surprise" in enterprise construction. Enterprises can design resounding ideas and slogans overnight, or spend huge sums of money to print exquisite corporate culture handbook. But the results of the two methods are the same: psychologically, employees and enterprises are still blank in culture and concept. \x0d\ Evaluation of corporate culture \x0d\ The core of corporate culture is enterprise spirit. Successful enterprise spirit or slogan can produce positive and concrete association, and it is this association that has a powerful incentive function. \x0d\ Obviously, whether culture is accepted and recognized by employees and whether corporate culture plays a role in employees requires a good diagnosis first. \x0d\ The method and principle of diagnosis are: gather employees in a certain way, analyze them one by one according to the elements of corporate culture, let employees name representative people or time, and determine the state of the enterprise in this element according to whether people or time are positive or negative. \x0d\ Refinement of corporate culture \x0d\ Corporate culture must first be refined from history. In the development of enterprises for more than ten years, even decades, some ideas and spirits will be laid to support employees' thoughts. These ideas and spirits are contained in the process of enterprise entrepreneurship and development and hidden in some key events. By refining and combing the hidden spirits and ideas in these events, we will always find out what the deep-seated spirits and ideas really support the development of enterprises. \x0d\ Of course, the construction of corporate culture should be designed from the future. Analyze the industry, analyze competitors, locate your own development goals, and find the gap between the status quo and the goals. Further answer: In order to shorten the gap and achieve the goal, what spirit should enterprises have to guide themselves and design future-oriented cultural concepts according to this requirement. The core idea and idea system of an enterprise are formed by comprehensively processing and sorting out the cultural ideas extracted from history and the ideas designed from the future. \x0d\ Strengthen corporate culture \x0d\ First, conduct corporate culture training for all employees. The way of training is to train storytellers first. He can be a business leader, a party to a story, a propagandist or an expert. According to the plan, the ideas to be expressed in the story are profound and vivid, so that every employee can remember and understand them. And actively explain these ideas and stories to new employees. These stories can make corporate culture concrete and personalized. \x0d\ Secondly, establish and cultivate typical figures. After refining and designing corporate culture and conducting publicity and training, some people can directly agree with and accept it, and can use ideas to guide specific actions. They are the backbone of the enterprise. At this time, enterprises set this part of the backbone as a model, make full use of its demonstration effect, visualize the concept, and let more people understand and agree with this concept. Thirdly, the management system should be formulated based on corporate culture concepts and values. Through the enforcement of the system, employees' behavior will conform to the ideas and values of the enterprise. In the process of system implementation, the enterprise's ideas and values will be internalized and eventually become employees' own ideas and values.