The company's culture, its personality, its way of being and how it acts, are called organizational culture. Every company has its own unique beliefs, values and ways of being, which help customers to recognize it. JD Duarte, an entrepreneur and experienced business leader from Costa Rica, explains why it is important to have a positive organizational culture in order for the company to develop.
A positive organizational culture that aligns with the business strategy can help to identify problems within workgroups and to create teams with a clear, positive ideology to ensure the organization's success. The organization's culture can have a significant impact on employee motivation, satisfaction, productivity, and overall happiness.
A culture of the organization drives purpose and sets expectations. This motivates and encourages employees to get involved in their work and each other. This increases employee engagement, which in turn leads to higher productivity. Strong connections between your company and its employees create a positive environment that is hard to ignore.
Duarte asserts, “People who feel valued and respected within an organization are less likely to leave. Organizations must foster an environment that is supportive of their core values and mission. Happier employees equal less turnover, which is a cost-saving for organizations. A strong culture is a positive thing. Organizations should make efforts to improve and maintain it.”
Employees with the right tools and resources can improve productivity and performance. Culture has a direct impact on how people work together.
The organizational culture of an organization is a reflection of its reputation and public image. Based on the interactions between employees and managers, people make assumptions about an organization's culture.
A weak image or lack of organizational culture can make it difficult for audiences to connect with the organization and those who work there. Strong brand identities attract more job applicants and businesses that share their mission.
Duarte adds that not all organizations can transform ordinary employees into brand advocates. However, those who have a strong organizational culture are able to do so.
Recognizing employees' achievements and celebrating team success are more likely for employees to notice the difference. Employees will feel more accomplished when they work in organizations that do this.
People who excel at their work and understand the value of their abilities often leave negative workplaces where they feel marginalized and undervalued. An organization's culture creates a high-performance culture that empowers employees and makes their work more enjoyable.
Strong organizational cultures are more likely to rely on onboarding as a way to train new employees. Onboarding programs include orientation, training, and performance management.
This allows new employees to easily access the resources they need and makes it easy for them to transition into their new roles. It will also help employees stay loyal and retain their loyalty and reduce frustration when they don't have the right information.
“Organizational culture enhances workflows and guides decision making. It assists teams to overcome ambiguity, and obstacles,” says Duarte. “Team members who are more knowledgeable about the processes are more likely to be motivated to complete projects.”
A clear culture encourages collaboration and unites employees. An organization that is based on values, norms, and identifies with its employees allows them to be positive and stay within the company. This helps employees to be more productive and creates a positive image of their workplace. This is a key factor in employer branding.
About Jose Daniel Duarte
JD Duarte is originally from Heredia, Costa Rica. He has been an entrepreneur and business owner for more than 20 years, and divides his time between his existing operations and researching new possibilities in which to invest. When he's not dedicating time to his businesses, he spends time with his supporting wife and two children.
— WebWireID290299 —
