Over the last 20 years, corporations and other organizations have placed more importance on company culture. As numerous recent studies have shown, happy workers tend to be productive workers, and many experts believe that a robust and supportive company culture can contribute significantly to employee happiness.
“A dynamic company culture not only gives our employees a sense of Right at Home Realty’s identity, but it also helps to develop the company’s identity for our clients. When your employees have a deep understanding of the mission and values of your company, they will buy into those values and be able to pass that understanding along to your clients and customers.”
As Larry Alton wrote in Forbes, strong company culture and identity can help set and maintain a consistent direction for your employees. “For example, if your corporate culture is one that prioritizes setting and meeting goals, your individual workers will be more likely to set and meet goals of their own.”
Positive organizational culture also influences employee recruitment and retention. Culture is closely connected to hiring and keeping employees: a clearly developed and articulated organizational culture can help in recruiting in part because it presents the company’s brand and working environment to potential employees, attracting those who would thrive. In addition, when employees feel that their personal values align with those expressed by the organization’s culture, they are more likely to remain in their positions.
As Lusink noted, Right at Home Realty’s culture and emphasis on professional development has helped the company attract and retain talented employees. “Right at Home Realty offers ongoing training and learning opportunities to employees. We take pride in encouraging our employees to cultivate their skills.”
As an additional benefit, a robust organizational culture can contribute to brand awareness and marketing. As Corey Moseley noted in an article on Jostle, “One of the greatest advantages of a strong organizational culture is that it has the power to turn employees into advocates. Your people want more than a steady paycheck and good benefits; they want to feel like what they do matters. And when your people feel like they matter, they’re more likely to become culture advocates—that is, people who not only contribute to your organization’s culture, but also promote it and live it internally and externally.”
The value of developing corporate or organizational culture is unmistakable, and it offers another avenue by which companies can improve their own human resources processes, internal communications, and marketing and branding.