In my last blog post, I spoke about the importance of a CEO paying attention to culture creation and the role that the HR Leader plays in helping this to happen. All of these actions I described previously, however, can only validly take place in an environment where the culture has actually been discussed and agreed upon.
There is a lot of power in simply having the conversation to discuss culture. The conversation alone demonstrates its importance and sends the signal to the company that this is a matter that you take seriously. Employees will also be more likely to adhere to the standards of conduct and behavior that the culture requires of them. Not having the conversation and simply letting the culture develop haphazardly sends the opposite signal.
There is no one right culture for every company. When thinking about what culture is appropriate for your company, there are many factors to consider. These factors include such things as industry, product cycle, expected growth, and geographic location, to name just a few.