Corporate culture theme?

The new year is an important measure for the implementation of corporate culture, so how to write it? I will tell you below.

Meaning and value

In fact, the enterprise determines the most urgent problem that needs to be solved in operation and management or a certain sub-concept in the corporate culture as the entire enterprise in a certain period. Focus on the work within each annual stage, carry out a series of work around this focus, fully stimulate the enthusiasm of all employees to participate, use the wisdom and power of the team to solve key problems, thereby promoting the realization of the company's annual business goals and the steady implementation of the overall development strategy . Its essence is to solve a practical problem in enterprise development every year.

The three major values ??of cultural themes:

1. It is a staged way to concentrate resources to solve a certain practical problem in the enterprise and improve the level of enterprise management. An effective method is an important carrier that embodies the value of corporate culture workers;

2. It is an important way to promote the implementation of corporate culture and is also the most closely integrated implementation measure for business management;

3. Enhance the cohesion and centripetal force of the enterprise through various forms of activities in the process.

Planning plan

Theme is the slogan

Theme - the most condensed, accurate and expressive expression of the theme; the slogan of the theme year: that is, the theme is the most condensed, accurate and vivid expression of the theme. The interpretive slogan with the most appropriate theme and the most motivating power; some companies do not have refined slogans, of course it is better to have them, but it is not impossible to not have them;

A visual atmosphere creation system

Yes All communication carriers such as graphic and text logos, various promotional posters, TV commercials, micro-movies, WeChat official accounts, and internal magazines specially designed and produced for the theme year were mobilized to create the strongest atmosphere;

An action learning workshop

I think action learning is the best tool to transform cultural themes into actions. Organize one or several action learning workshops with the participation of personnel from various departments. , connect collective wisdom, and jointly formulate implementation methods and action plans;

A supporting management mechanism

A series of closely related themes of the theme year to ensure the realization of the theme goals System supporting construction, improvement and introduction of talent incentive and other mechanisms;

A set of activity planning plans to match the theme

That is, a series of internal corporate activities centered on the theme of the theme year Publicity and momentum building activities, such as theme year launch conferences, trainings, competitions, team training, corporate anniversary celebrations, annual meetings, etc. At the same time, a series of corporate image and brand publicity and product marketing promotion activities are carried out, such as theme year news release meetings, Dealer/supplier meetings, terminal theme promotions, media advertising and soft promotional articles, etc.

Where does it come from?

For a company, we can think about the source of the theme from the following dimensions:

First of all, our corporate culture concepts, such as Core values ??and corporate spirit should contain many elements, such as customer-centeredness, collaboration, innovation, integrity, etc. The implementation of these elements cannot be achieved in one year. Can we focus on the implementation of one element every year? This is an idea to solve a problem every year, or even a few years; think about what kind of spirit our employees at all levels lack the most, what kind of concepts are most ignored, and what kind of ideas are most lacking in this year that is about to pass. What should we do first?

Secondly, think about what problems have arisen in our operation and management process in the past year and what are our weak links; in the next year, what are our operation and management goals? What is it? In order to ensure the realization of the goal, we should make improvements and breakthroughs in what aspects.

Finally, combined with the mid- and long-term planning of the corporate culture strategy, for example, last year we just sorted out and refined the company's philosophy system, and this year we can determine it as the year of cultural "cognition", and then the year of cultural identity; culture Year of deep planting...

Method: keyword extraction method

First list the keywords, then summarize and refine the keywords,

Operation and management mechanism , we build a platform and make suggestions, but don’t do it ourselves;

Solidify the form of some activities, action learning workshops, such as cultural month, etc.

An annual case of a power plant in Guangdong Province

Theme: Self-examination, tolerance, don’t complain

The source of the theme: First, employee solicitation, second, action learning workshop , each department finds some employee representatives, and everyone discusses the topic through action learning methods; forms a plan and submits it to the leadership for approval.

1. Hold a kick-off meeting. The general manager puts forward expectations and requirements and takes the lead in implementing them; the general manager and the senior management team start from themselves and supervise each other. First, they are not allowed to appear again in the regular senior management meeting. Complain and communicate with each other when problems arise. If anyone complains again, he will be fined 100 yuan and donated to school children in poor areas for charity; push it to the middle level and all classes;

2. Distribute "A World Without Complaining" , organize all employees to read and write their thoughts after reading, and each team will exchange reading content at the pre-class meeting;

3. Invite university professors to the company to give psychology lectures and lectures on how to create a happy workplace;

4. Plan and guide the development of various forms of public welfare activities;

5. Carry out theme party day and theme group day activities, so that the majority of party members and league members can take the lead in "not complaining", and everyone can negotiate and solve the problem. If it is put on the table and cannot be solved, the general manager will explain the reasons clearly; a party member committee will be formed to deal with any violations of discipline and rules in the company;

6. Each branch will hold a major discussion on the theme , build a platform for employees to speak freely, and the mental outlook of employees has undergone tremendous changes. There are fewer complaints and excuses, the production and operation performance has been significantly improved, and the company's reputation has been greatly improved;

7. Year-end Summarize and publish the various activities of employees into a book;

8. Audit the organizational systems and processes and optimize the systems.

Second Year: Contentment and Gratitude, Happy Jingdian

After a big discussion, never complaining developed into gratitude, and the theme slogan of "Satisfaction and Gratitude, Happy Jingdian" was put forward. Sound the clarion call for the pursuit of happiness.

1. Happiness wall, showing employees’ happy moments and enjoying a better life;

2. Gratitude training, allowing employees to open their hearts and always be grateful;

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3. Distribute "Responsibility is Like a Lamp" to arouse employees' sense of responsibility.