For many fresh graduates, choosing between top companies and small companies is always a difficult decision. They are struggling with the question of which workplace is better for starting or developing a career. If you want to find out the best answer, the first thing to do is looking at organizational corporate culture.
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What is Organizational Corporate Culture?
What do employees really need? “56% of employees say company culture is more crucial than salary”, according to recent survey from Glassdoor. Organizational corporate culture plays a crucial role in shaping the work environment, values, and practices within a company.
In top companies, the corporate culture often reflects a focus on innovation, excellence, and professionalism. These organizations may have well-established processes, hierarchies, and systems in place. They prioritize performance and may offer structured training programs, mentorship opportunities, and clear career paths.
On the other hand, small companies tend to have a more dynamic and flexible corporate culture. They may place a greater emphasis on creativity, collaboration, and agility. In small companies, employees often have the opportunity to wear multiple hats, take on diverse responsibilities, and make a direct impact on the company’s success. The work environment may be more informal, with fewer layers of hierarchy and bureaucracy.
When considering which type of company is better for starting and developing your career, it’s essential to assess how well the corporate culture aligns with your values, preferences, and career goals. Ask yourself questions such as:
- Do you prefer a structured or flexible work environment?
- Are you comfortable in a fast-paced, entrepreneurial setting, or do you thrive in a more stable, established organization?
- Do you value autonomy and the opportunity to take on new challenges, or do you prefer clear guidance and support?
- What type of work culture motivates you to perform at your best?
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How does Organizational Corporate Culture Change?
The truth is modern businesses have changed the way they look at organizational culture and aim for building a healthy workplace environment where every employee feels connected, supported, and inspired, no matter the size of the company.
In the past, corporate culture was often characterized by hierarchical structures, rigid protocols, and a focus on productivity and profitability above all else. Employees were expected to adhere to strict rules and guidelines, with little room for individuality or creativity.
However, as businesses have evolved and adapted to the demands of the modern world, so too has organizational corporate culture. Today, there is a growing recognition of the importance of fostering a culture-building approach that prioritizes shared responsibility.
“Culture is about performance and making people feel good about how they contribute to the whole.” — Tracy Streckenbach
This shift also moves towards a people-centric approach, when people feel a sense of belonging and a sense of purpose, simultaneously, raising the sense of responsibility. When employees are actively engaged in shaping the culture of the organization, they take ownership of their roles and responsibilities, driving performance and results.
“Being a great place to work is the difference between being a good company and a great company”’ — Brian Kristofek, President and CEO, Upshot
What he’s said is quite reasonable, choosing great company culture beyond its reputation or business scale. At its core, a great company culture transcends mere perks or benefits; it is about creating an environment where employees feel valued, empowered, and inspired to excel. This often involves fostering open communication, trust, and collaboration among team members, as well as providing opportunities for growth, development, and recognition.
Additionally, there has been a growing emphasis on corporate social responsibility (CSR) and sustainability in organizational corporate culture. Companies are increasingly recognizing the importance of giving back to the community and minimizing their environmental footprint. CSR initiatives, such as volunteer programs, charitable donations, and eco-friendly practices, are now integral parts of many corporate cultures. This kind of culture is quite suitable for those who are passionate about social responsibility, sustainability, and community engagement.
Within the Rise of Technology…
Another significant revolution has been the rise of technology and digitality and its impact on corporate culture. With the advent of digital tools and platforms, employees now have greater flexibility and autonomy in how and where they work. Remote work has become more commonplace, enabling employees to achieve better work-life balance and productivity. For those who do not prefer a nine-to-five office job, choosing a company that facilitates hybrid and remote work can be a fantastic option.
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How do Companies Promote Strong Organizational Corporate Culture?
In today’s competitive business landscape, where talent acquisition and retention are critical factors for success, investing in a great company culture is essential. It’s not just about being a good company; it’s about being a great company culture that attracts the best talent, delights customers, and creates lasting value for all stakeholders.
There are many ways for companies to promote a strong organizational corporate culture. Here are some strategies commonly employed to foster a positive and vibrant company culture:
- Define Core Values: Firstly, companies have to establish clear core values that reflect their identity, mission, and vision. These values serve as guiding principles that inform decision-making, behavior, and interactions across the organization.
- Lead by Example: Leadership sets the tone for organizational culture by demonstrating desired behaviors and values. The role of leaders is critically important, as they can actively embody and promote the company’s core values through their actions, decisions, and communication.
- Recognize and Reward: Importantly, companies also have to recognize and reward employees who embody the company’s core values and contribute to its success. In almost all cases, recognition programs, awards, and incentives can motivate employees and reinforce desired behaviors.
- Provide Learning and Development: Investing in employee learning and development continues to be an ultimate way to support continuous growth and skill enhancement for next years. Indeed, training programs, workshops, and mentorship opportunities help employees reach their full potential.
- Team building: Whether it is a remote team or office team, offering an out-of-office day with team building activities is greatly significant. Companies can blend between virtual team building activities through interactive presentation tools like AhaSlides (more cost-effective), or outgoings in leisure and camping areas.
Bottom Lines
No organizational culture is flawless; there’s inevitably a gap between the existing workplace culture and the “desired” culture that employees aspire to. While it falls on the shoulders of the CEO and senior management team to bridge this gap, employees also play a crucial role in maintaining and evolving the culture. Now, coming back to the previous question, if you are a fresh graduate, which type of company culture are you looking for?
Frequently Asked Questions
What are the 4 types of corporate culture?
The four types of corporate culture are:
- Clan culture involves flexible styles of management which promote family-like environment and collaborations rather than competing to win over others.
- Adhocracy culture is about long-term vision, focuses on innovation, creativity, and flexibility
- Market culture is often seen in forward-thinking companies, which emphasizes performance service and customer service
- Hierarchy culture has a long history, and first emerged in almost all companies. It keeps every staff stay on track based on strict structure of line authority.
What are the 5 aspects of corporate culture?
When building corporate culture, there are five key dimensions to pay attention to:
- How your organization values and cultivates relationships
- How people tend to communicate and connect with each other
- How people make decision or address issues
- Whether individuals or groups are valued
- Whether people accept or resist to change?
What are the 3 C’s of company culture?
In new transformative corporate culture, the 3 C’s of company culture include Connection, Communication, and Care. They promotes two-way street communication, all work together to achieve a shared goal, and every employee is included and valued all the time.
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