What are the measures to build corporate culture?

Measures for corporate culture construction

1. Morning meetings, evening meetings, tea parties, and summary meetings. That is, preaching the company's values ??before work and get off work every day, or using some free time, whether fixed or not, becomes part of the company's system and corporate culture.

2. Internal training and summary of employees’ thoughts. Let employees learn the company's rules and regulations and conduct corporate culture training and edification at the same time. You can tell some inspirational stories and allusions. Regularly let employees compare their own behaviors according to the content of the corporate culture and self-evaluate whether they have met the company's requirements and how to improve. Write a summary of your thoughts.

3. Post corporate culture slogans. Write the core concepts of corporate culture into slogans and post them in prominent locations in the company. Don't engage in visualization projects. If it is not implemented, it means it has not been posted.

4. Set an example. There can be good examples and bad examples, and there should be punishments for rewards. These are measures that are infiltrated into management. Give employees standardized models. Through typical employees, we can vividly and concretely let everyone understand "what is work enthusiasm", "what is work initiative", "what is professionalism", "what is cost concept", "what is high efficiency" ”, thereby improving the quality of employees. Many of them are difficult to describe quantitatively. Only specific examples can make employees fully understand. What is important is private communication. The prerequisite for good implementation is the company manager's ability to control the situation and public authority. The intensity is very important.

5. Corporate website culture construction. This is closely related to the development scale and talents of the enterprise. Enterprises can conduct timely publicity and reporting on policies, ideas, and culture on the website, which requires dedicated personnel to be responsible for real-time updates.

6. Authoritative preaching. Recruiting or quoting famous entrepreneurs to give professional and targeted speeches is also very helpful in building corporate culture. The key point is who should be invited by the company to listen, what effect will be achieved after listening, and the purpose should be clear.

7. Go out to visit and study. Going out to visit and study is also a good way to build corporate culture. Everyone can have the opportunity to learn. The key is whether you can get this opportunity. Many people do not get it because they do not work hard enough. This method requires managers to consider fairness issues and The problem of stimulating employees' work enthusiasm.

8. You can choose to create a showcase of corporate entrepreneurship and development history. Display all items related to the development of the enterprise. This is related to the scale and history of the enterprise, and it is also something that employees must understand. Tell them that they must not forget their roots and the efforts of their ancestors. Today's glory is hard-won.

9. Cultural and sports activities. Cultural and sports activities refer to singing, dancing, sports competitions, National Day party, New Year's Day party, etc. In these activities, the values ????of corporate culture can be integrated into it, and it also gives employees a platform to show themselves. The important thing is to allow employees to actively participate and give full play to their talents. Employee motivation.

10. Introduce new people and introduce new culture. The introduction of new employees will inevitably bring about some new culture. The integration of the new culture and the old culture will form another new culture. The emphasis is on people's choice and the grasp of the direction of cultural development.

11. Carry out mutual evaluation activities. This is also what the Human Resources Department should do when evaluating employee quality. The mutual evaluation activity is for employees to evaluate the work status of their colleagues in public according to the requirements of corporate culture. They also evaluate how they are doing in public, and have their colleagues evaluate how they are doing. You can choose to remain anonymous. Write down your ideas, and both leaders and employees should actively participate so that everyone can understand each other and resolve internal conflicts and disputes.

12. Leaders should set good examples and take the lead in learning. In the process of forming corporate culture, the role model of leaders has a great influence. Whether or not authoritative management can be established depends entirely on whether managers can lead the company by example. Managers need to be well aware of all aspects of corporate culture and be able to take the lead in complying with and study.

13. Start a corporate newspaper. If the company has the strength, it can choose to start a publication. This requires not only funds, but also talent and strength.

Principles of corporate culture construction

People-oriented

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.

Inconsistency between the outside and the inside

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 the phenomenon of inconsistency between the outside and the inside. . To build corporate culture, we must first start with the ideological concepts of employees, establish correct values ????and philosophies, and form the corporate spirit and corporate image on this basis to prevent formalism and inconsistency between words and deeds. Formalism not only fails to build a good corporate culture, but also distorts the concept of corporate culture.

Focus on individuality

Personality is an important feature of corporate culture. Culture is originally formed in the historical process of the development of the organization itself. 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.

Pay attention to economics

An enterprise is an economic organization, and corporate culture is a microeconomic organizational culture, which 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.

Inheriting tradition

Marxism believes: “People create their own history, but they do not create it as they wish, but directly encounter the conditions inherited from the past. "Create from below." ("Selected Works of Marx and Engels" Vol. 1, p. 603) The same is true for the construction of Chinese corporate culture. It should carry out value-added development on the basis of traditional culture, otherwise corporate culture will lose the basis for its existence, that is, No life force. Value-added development means learning from traditional culture, discarding its dross and taking its essence. People-oriented thinking, equality thinking, pragmatic thinking, etc. in our traditional culture are all content worthy of value-added development. China's people-centered ideology has been quite strong since ancient times and has restricted authoritarian behavior to a certain extent. In a socialist enterprise, workers are the owners of the enterprise. The construction of corporate culture naturally takes people-oriented thinking as an important source of thought. Through the development and utilization of this idea, the employees can develop a strong sense of ownership and consciously participate in the enterprise's management. Democratic management. The Chinese nation insists on the equality of people and believes that "all people are like Yao and Shun". This is the ideological basis of the past Chinese revolution. The value-added development of this idea and its application in the cultural construction of modern enterprises will provide equal competition opportunities for enterprise employees and will be conducive to advocating an operating mechanism of distribution according to work and equal pay for equal work. The pragmatic spirit requires people to seek truth from facts, be modest and prudent, guard against arrogance and impetuosity, work hard, and work hard. If this can be carried forward, an entrepreneurial spirit of hard work and innovation will be formed. The "Iron Man Spirit" of Daqing's "Three Elders and Four Stricts" is the result of the value-added development of this national spirit.

Ideas for corporate culture construction

Unit 1

Put down your body, put down your experience, integrate with nothing, and welcome corporate changes with new economic benefits. There are less problems to prove and more problems to be solved in the enterprise. There will be more tolerance, less disputes, more acceptance and less friction among employees. Enter the system and achieve your career easily.

Unit 2

Break through team psychological misunderstandings, adapt to the changing environment, and follow rules and system bottom lines. Don’t complain, don’t blame, have the same goal, and let the team go beyond. Clear goals and unified culture. Dare to take responsibility, pay, and learn to be responsible. Empathize with others so that they can better understand leadership and support the development of the company.

Unit 3

Change is a normal state. Create a positive language atmosphere and dare to act to get results. Only a strong heart can be truly strong. Those who fall behind will always be beaten. The strong ones Always hope for change and growth, the course helps trainees understand the connotation of responsibility, establish their own sense of responsibility, and assume their own responsibilities; start from themselves, better assume work responsibilities, and establish team commitment, responsibility, and commitment mentality; understand Empathy between superiors and subordinates allows them to better understand leadership, know how to pay, and support the transformation and development of the enterprise.

Unit 4

Information asymmetry leads to biased decision-making and poor internal execution of the company. Communication between employees and managers is often to allow trained employees to understand and establish a family that loves themselves. Love the company equally, love your partners as your own family members, know how to start from yourself, and make the company full of love and warmth.

Unit 5

Gratitude comes from the heart, gratitude to parents for their upbringing, gratitude to the company for staying together through thick and thin, gratitude to colleagues for working together to make progress, and gratitude to customers for collaborative development. Love is the root and the source of enterprise development; experience love, responsibility and dedication. Not only do you have a filial heart, but you also have filial power.

Unit 6

Tolerate others, treat the team with a broad mind and charity, the world is a beautiful place, and active acceptance is the state. Taking the initiative to open your heart gives yourself a broader stage. Help trainees understand the strength of the company and the strength of the team when reviewing the company's past growth history, thereby building and enhancing confidence and professionalism in the future development of the company.