How to create a good corporate culture

Question 1: How to do a good job in corporate culture construction. Corporate culture construction refers to the process of forming, shaping, and disseminating concepts related to corporate culture. Emphasis is placed on slogans but not implementation; emphasis is placed on publicity and implementation. The emphasis is on the word "build", which is based on planning and communication studies. It is believed that corporate culture is a kind of planning and communication, and a pan-culture.

Construction principles

1. Strengthen people-centeredness.

Culture should be carried by people, and people are the first element in the generation and carrying of culture. People in corporate culture not only refer to entrepreneurs and managers, but also to all employees of the company. In the construction of corporate culture, we must emphasize caring for, respecting, understanding and trusting people. The formation of corporate group consciousness requires that all members of the company have the same values ??and goals. Only then can they form a centripetal force and become a combative whole.

2. The inside and outside should be consistent, avoid ***.

Corporate culture belongs to the category of ideology, but it must be expressed through the behavior and external form of the company or employees, which can easily lead to inconsistencies between the inside and outside. To build corporate culture, we must first start with the ideological concepts of employees, establish correct values ????and philosophies, and form a corporate spirit and corporate image on this basis to prevent corruption and inconsistency between words and deeds. *** Not only does it fail to build a good corporate culture, it also distorts the concept of corporate culture.

3. Pay attention to individuality.

Individuality is an important feature of corporate culture. Culture is originally formed in the historical process of the organization's development. Each enterprise has its own historical traditions and operating characteristics. Corporate culture construction must make full use of this and build a culture with its own characteristics. Only when an enterprise has its own characteristics and is recognized by customers can it be unique in the enterprise and have a competitive advantage.

4. Economics cannot be ignored.

An enterprise is an economic organization, and corporate culture is a microeconomic organizational culture that should be economical. The so-called economy means that corporate culture must serve the economic activities of the enterprise, be conducive to improving the productivity and economic benefits of the enterprise, and be conducive to the survival and development of the enterprise. Although the various contents of corporate culture discussed above do not involve the word "economic", the ultimate goal of constructing and implementing these contents will not be separated from the realization of the enterprise's economic goals and the pursuit of the survival and development of the enterprise. Therefore, corporate culture construction is actually a corporate strategic issue, which is called cultural strategy.

5. Inheriting the essence of traditional culture

Construction methods

1. Morning meetings, evening meetings, and summary meetings

Spend a certain amount of time before going to work and before leaving get off work every day Communicate 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 the 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. Establish advanced models

It establishes a visual behavioral standard and concept symbol for employees. Through typical employees, they can vividly and concretely understand "what is active work" and " "What is proactive work", "What is professionalism", "What is cost concept", "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

Carry out timely policy, ideological, and cultural publicity on the website. CEO of Mili Culture, an expert in corporate website construction, pointed out that looking for a professional website construction company related to corporate culture It 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

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 done this, and we have not done this because we did not 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.

......gt;gt;

Question 2: How to build a good corporate culture and how to build a good corporate culture (Part 1)

Background Information: I was fortunate to be invited to go to a company in Guangdong (a well-known brand in the laundry industry) with students from the MBA class of Sun Yat-sen University to conduct a two-day inspection with the theme of corporate culture. What we learned in advance was that the company was doing a great job in building corporate culture. However, from the first moment we arrived at the company and came into contact with relevant personnel, we had doubts about the effectiveness of its culture. The following is an article compiled after this trip, based on the background of this corporate culture construction survey and combined with the cases of other companies that I have contacted. 1. Don’t make promises lightly

If a company wants to recruit excellent employees, it must meet certain requirements put forward by employees, and even make certain promises to employees about some future behaviors. However, we need to remind companies that they must not make promises to their employees easily, because once such promises cannot be fulfilled, employees will have doubts about the personality of the company. It is conceivable that a corporate culture and its construction based on the lack of integrity between the company and its employees will be like a walking zombie, which will only make employees feel tasteless, indifferent, and even disgusted. For example, in a chemical company we have contacted, the results of an employee satisfaction survey conducted by its human resources department showed that employees are very satisfied with the company. As a result, the company believes that its employees feel the warmth of the corporate culture. But in fact, what we learned through the grassroots employee forum is that although the company promotes a culture of integrity and win-win, it does not care about the grassroots employees' suggestions at all, does not honor them, or the speed of improvement is too slow. It is too slow, and the grassroots employees no longer care about such investigations, and even have a bored attitude. Even if employees go to HR with something, they always put it off because they are busy. When we asked them why they didn't put their opinions into the suggestion box set up by the company, the answers the employees gave us shocked us: We had never seen them open the suggestion box, or maybe they had never opened it at all. Because the locks are rusty.

We believe that even if you make a promise, you should treat it differently. For managers, you have made a promise to them. Even if it is not achieved or the results achieved are not completely satisfactory to them, because their quality and understanding are relatively high, and they also understand the principle of putting the overall situation first, they are not unable to Understand and tolerate. But for grassroots employees, we may not have such expectations. Because they are very simple and have very clear feelings of love and hate. Therefore, if you fail to fulfill your promise to them, or push back on them, or artificially hide something from them, they will feel "cheated". After that, if you promote anything, they will have conditioned psychological doubts and hostile perceptions and emotions, and every product of the company needs their hands.

Many companies always attribute the reason for unstable quality to the quality and responsibility of their employees. In fact, in the final analysis, there is a problem with your culture (that is, communication with employees).

It’s not that you can’t talk about big principles or theories with grassroots employees, but it’s just that it’s difficult to reach an agreement with them in this way, because few of them understand these things, and they don’t understand them. Care about this. What you need to do is to fulfill those promises to them that are not very difficult or difficult, or admit that you lied, or admit that you failed to do it, in exchange for them at least having an honest understanding of you. 2. Don’t be hierarchical

Culture should be the uniqueness of a group, so corporate culture should be consistent and equal to all employees. We should not talk about humanization while artificially dividing the company's employees into different levels in terms of the most basic daily system construction that all company employees should abide by. For example, it is divided into two levels: management and employees, so that the two levels enjoy different corporate culture policies and systems. There is no doubt that this will cause a great psychological imbalance at the entire employee level, so that it will seriously undermine their enthusiasm for work.

2014 Practicing Physician Examination Guidance for Clinical Practitioners Oral Physicians and Traditional Chinese Medicine Practicing Physicians Medical Examination Questions

This phenomenon occurred in a foreign-invested steel company I contacted . The company provides umbrellas for employees in front of the office building, with 20 umbrellas a day. At first glance, you may find it very humane and worthy of praise. But upon closer inspection, 6 of the 20 rain flashes were actually labeled "manager-level use" by the human resources department, and these 6 were the ones that did not need to be folded, and the quality was also higher than the others (all The 14 ones that are very common (30% off) are...gt;gt;

Question 3: How to do a good job in corporate culture. The most important thing when you first join the company is to " Shameless”

Personal work experience for reference

1. Do more: spend time on business. If others use 8 hours, you should use 10 or 12 hours. Be familiar with the work process, responsibilities of each department, and business specifications as soon as possible. Don't be afraid to make mistakes

, but don't do it blindly

2. Ask more questions: If you don't understand something, ask your colleagues for advice. Only by asking several people for advice can you get the correct answer.

3. Look more: see how others do things, who does it best, what they do well, what is better than yourself, and learn from them!

4. Communicate more: actively participate in department activities. Only in this way can you enter the circle.

5. Dress neatly at work every day

6. Don’t be arrogant and unforgiving, learn to be humble

7. Learn to listen to other people’s opinions, even if they are critical . Many times criticism is also helpful (of course not those malicious criticisms). The key is to accept and improve upon correct criticism. Just laugh off the incorrect lessons, don’t take it too seriously, and insist on making a theory of right and wrong.

8. Learn to help others first without asking for anything in return.

Relationship with leaders

1. "Flatter" more: don't shy away from supervisors, nod and say hello when meeting. You may also casually say hello to your boss after get off work. If appropriate, you should also ask for advice on some business matters. Many

supervisors like newcomers who are eager to learn. They also prefer the feeling of "becoming a teacher". satisfy him.

2. Be clear about the expectations of the leader’s work requirements, that is, the extent to which the leader expects things to be done. It’s not that you think it’s over when you’re done.

3. When accepting a task, you must learn to provide periodic returns (feedback) so that leaders can grasp the actual progress in real time. You can make brief reports in places such as on the road, in restaurants, etc.

4. When you encounter a problem that cannot be solved and a decision is needed. It is necessary to first put forward several options (the advantages and disadvantages of each) and let the leaders check them. Don’t create problems for leaders.

5. "Take what others like": Learn more about the leader's hobbies so that you can have the same topics

6. Learn how to suffer appropriately in front of the leader. Learn to work overtime appropriately. Help leaders resist responsibilities when necessary.

7. Respond quickly to matters assigned by the leader. It can be submitting a plan, etc. Deal with it as a first priority.

8. In this way, you can more easily enter the core group (a department is a large circle, and those around the leader are the small core circle, and most resources are shared within this circle)

For example, salary increases and good training opportunities. Don’t stand in the big circle and watch the small circle drink soup, go in and eat meat)

Question 4: How to build a good corporate culture ? The positioning of corporate culture and the target of corporate culture work are the mental state of corporate employees. Our main work focuses on one point: how to advocate and create a positive, healthy, lively and harmonious employee spiritual atmosphere within the company. I believe this is also something that companies are extremely concerned about. To carry out corporate culture work, we need to solve several problems. First, we need to explain what kind of mental state we expect from our employees. Only by clarifying this point can we know to what extent corporate culture work must be done so that employees can better consciously cooperate and adjust. Second, we must solve the problem of means to do corporate culture work. The methods of corporate culture work are definitely different from other work. They have their own particularities and should be studied carefully. Third, clarify the evaluation criteria for corporate culture work. How to evaluate whether our corporate culture work is in place and what the effect is? We need to have an explanation. Let’s talk about the first question first, what kind of corporate culture do we expect?

To explain this, we must first clarify the needs of two aspects, namely the needs of the enterprise and the needs of employees. Enterprises need employees who are loyal and proactive, who can overcome wealth and adversity, and always maintain high morale, then the enterprise will be easy to do; in addition to utilitarian requirements, employees need more happiness, respect, pride and The warm feeling of belonging makes life easier. At a glance, it becomes clear that this is a mutual concept. Mutual loyalty, mutual respect, mutual help, and mutual understanding are the same between enterprises and employees, and between employees, so as to achieve a positive, healthy, lively and harmonious relationship. This is the state that our corporate culture expects. If we can achieve this, the development of Hechou Enterprise will be reliably guaranteed. Let’s talk about the second question, the means and methods of doing a good job in corporate culture. I think the most important means is communication. Good communication at multiple levels, angles and aspects is how we do a good job in corporate culture. Without communication, there would be no mutual concept as we mentioned earlier. The work of corporate culture is to establish more and more effective internal communication channels and carriers of the enterprise in addition to operational, institutional and management channels, so that employees of the enterprise can achieve full communication at the spiritual level and be able to put their hearts into their own minds. Express as many words and inner feelings as possible. When everyone understands each other better, they will naturally be able to adjust their position, behavior position and mentality position, and feelings will naturally arise between employees and employees, and between employees and the company. The key here are two. First, the channels and carriers must be rich and effective. Second, the information conveyed by all parties must be accurate with as little deviation as possible. In terms of channels, they can be publications, the Internet, symposiums, forums, competitions, games, arts, exhibitions, etc. Everyone can come up with better ways to enrich these communication channels and carriers. These things can change people's inherent work Free from the track, eliminate the tension and restraint of routine work, so that people can re-energize their spirits after work, have the function of regulating and charging, and also contain a constructive or creative element; information transmission On the other hand, the responsibility is very heavy. Information should be transmitted from top to bottom. According to the situation of the enterprise, what should be advocated and disseminated correctly? Information should be uploaded from bottom to bottom. What does the employee's information mean? Don't make a mistake. Not even the slightest outline is allowed. The enterprise can put forward corporate ideals, corporate concepts, corporate ethics, etc. and have them effectively understood and implemented. The employees can effectively express their wishes and get reasonable answers and relatively satisfactory responses.

The main characteristics of corporate culture's function are cultivation and edification, which is also different from the mandatory and restrictive characteristics of material work and institutional work. In this way we get several basic principles of corporate culture work. The third question is, how to evaluate corporate culture work? This is about the effectiveness of corporate culture work. After working for a long time, I can see whether the corporate culture has worked, whether it has benefited the business development of the company, whether the days of entrepreneurs and employees have reduced a lot of depression and increased a lot of happiness, and whether work efficiency has improved. This allows for an assessment of corporate culture. There must be standards for evaluation. I think there are three standards that can be used as measurement: First, the attitude towards non-principled unpleasant things within the company. Whether it is a trivial matter that causes a storm in the city, or it can be solved openly and honestly; the second is the attitude towards things other than one's own job. Is it a matter of not caring about it and letting it go, or is it a matter of taking the initiative to assist and actively helping. This is beyond the control of the system, which is very telling. The third is to see whether you care about the future development of the company. Are you being very realistic and calculating what you do, or are you taking a long-term view of everything? Caring about the company means caring about yourself, caring about...gt;gt;

Question 5: How can we do a good job in the company? In the construction of safety culture, enterprises must play their own role, stand at the overall level, and carry out publicity and planning from the three aspects of safety theory, safety media, and safety culture facilities. Under the principles of inheritance and innovation, existing cultural positions are integrated and improved to maximize the effectiveness of cultural management. Through various theoretical analysis and investigation and research, a safety culture construction plan suitable for the current stage is extracted, and theoretical guidance is provided in terms of safety goals, purposes, concepts, values, etc., to guide the safety culture construction of enterprises.

Search "Corporate Culture Engineer Qian Longfeng" on Baidu for more exciting information

Question 6: How to build a good corporate culture? The positioning of corporate culture and the target of corporate culture work are the mental state of corporate employees. Our main work focuses on one point: how to advocate and create a positive, healthy, lively and harmonious employee spiritual atmosphere within the company. I believe this is also something that companies are extremely concerned about. To carry out corporate culture work, we need to solve several problems. First, we need to explain what kind of mental state we expect from our employees. Only by clarifying this point can we know to what extent corporate culture work must be done so that employees can better consciously cooperate and adjust. Second, we must solve the problem of means to do corporate culture work. The methods of corporate culture work are definitely different from other work. They have their own particularities and should be studied carefully. Third, clarify the evaluation criteria for corporate culture work. How to evaluate whether our corporate culture work is in place and what the effect is? We need to have an explanation.

Our company has built an internal library as a breakthrough and starting point for corporate culture construction. The company has a special library, and uses Rishiqing for daily management of books, and imports books into various categories. In the bulletin board, employees can directly check whether there are books they want to read, as well as the borrower, borrowing time and return time. It is very clear and easy to operate. Through the construction of the library, the enthusiasm for borrowing books has been increased, communication among employees has been enhanced, and the quality of the entire enterprise's employees has been improved.

Question 7: How to build corporate culture? Corporate culture construction involves all aspects of corporate operation and management, specifically including corporate culture type identification, corporate culture diagnosis and assessment, corporate culture concept system design, coding, refining, corporate culture system sorting, and corporate culture dissemination and promotion. CUHK Consulting is available.

Question 8: How to inherit corporate culture. The work of corporate culture is to establish more and various effective channels and carriers for internal corporate communication in addition to operational, institutional and management channels. , so that employees of the company can achieve full communication at the spiritual level and express as much as possible their inner thoughts and inner emotions. To inherit the corporate culture, everyone needs to know each other better, and they will naturally be able to adjust their position, behavior position and mentality position, and feelings will naturally arise between employees and employees, and between employees and the company. The key is that channels and carriers must be plentiful and effective. The information conveyed to all parties must be accurate with as little deviation as possible.

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.