Corporate culture can be defined as a concept, as what sets it apart as a human group. It involves anything that can express the individuality of the company for employees, partners, or customers.

Among other things, beliefs, norms, ideals, ideals, moral values, and internal functioning.

Corporate culture is an important element because it affects the reputation of the company, as well as its efficiency. It is she who defines his character and personality.

How do you define corporate culture?

The set of different characteristics that govern the functioning of an organization and make it unique is known as corporate culture, also known as organizational culture.

The history of the company, its reason for existing, its vision, the personality of the founders and the recruitment policy have the greatest impact on these characteristics.

In order to attract the best talent and unite your teams, it is important to develop your organizational culture in order to differentiate yourself from the competition.

A good example of positive company culture can allow your organization to stand out in the market and maximize employee engagement.

The aim is to maximize employee engagement and a sense of belonging.

The values, goals, ethics, expectations, and beliefs shared within an organization all contribute to building and developing corporate culture and determine how decisions are made, actions are taken, and the business results that flow from them.

Generally, an organization's culture starts with its leaders and is passed on to employees, who can then promote it outside the organization.

What is the role of corporate culture?

Corporate culture makes it possible to create a strong and distinctive identity that makes it possible to stand out from competitors. She works to maintain cohesion and teamwork.

Elle improves motivation and performance because it creates a sense of belonging to the same entity, which reduces internal conflicts.

In contrast, corporate branding is influenced by corporate culture.

In this way, it strengthens its sympathy capital and promotes a certain proximity with the consumer.

Finally, recruitments are positively influenced by corporate culture.

Indeed, candidates have all the keys in hand to choose organizations that really correspond to their values through the affirmation of the employer brand.

What are the components of a corporate culture?

The corporate culture is inspired by its managers and is based on 4 elements. Each of these points is crucial in defining a company's culture.

The values of the company

A corporate culture is strongly influenced by its values. Generally, these are general moral or ethical principles.

The creation of values in the company makes it possible to give meaning to the work carried out and to the objectives of the company.

Values, which are displayed and shared by employees, guide the organization of work and the behavior of teams.

The history of the company

A company's culture can be based on a philosophy or a project of its managers.

If this is not the case, the company's history can be used to explain its current background, position, and processes.

Managers can use company history to communicate with employees.

Its operation and rules

Every business has its own rules, procedures, and management preferences. Concretely, a company's culture can be reflected in all these operating choices.

The goals of the company

A corporate culture also includes the goals to be achieved and the methods to be implemented. Indeed, all companies define goals to be achieved, whether in the short, medium and long term.

These guide and federate joint work, while justifying the operating rules that are part of the company's history.

What are the manifestations of a corporate culture?

A corporate culture is based on the history of the company. Every business has its foundations and its successes.

The idea is to rely on facts and people who have marked the history of the company, such as its founders, managers or significant inventions, for example.

The company culture is based on this idea of a legend based on real events. The manifestation of a corporate culture also involves its vision.

The definition of the business objective should be consistent with the vision of the business. The vision must be as clear as possible and be shared with all employees.

It can be changed, but it should always be consistent with the overall purpose of the business.

By sharing this vision with its employees, the company can involve them more.

Values are at the heart of the company's vision and why it exists. In a way, they embody the company's DNA.

The important thing is not to be unique or original, but to be sincere.

These principles must be present at all levels of the company and all employees must be the first defenders of them.

The actions of corporate culture

The measures taken as part of the corporate culture directly reflect the values of the company, make them visible and make it possible to unite employees around the values of the company.

They also make it possible to symbolically express one's belonging to the company.

These actions may include integration programs, inclusion programs, training programs, employee recognition programs upon retirement, etc.

The actions to be established may vary depending on the spirit of the company.

To win the support of employees, it is necessary to keep the vision and values of the company in mind.

What are the corporate culture models?

Several corporate culture models are possible. We identify the corporate culture of Dionysos, Athena, Apollo and Zeus.

The Dionysos culture has a family spirit and everyone has an equitable place in value.

It is the corporate culture that most places people at the center of its organization.

The aim is to promote long-term cohesion and to allow everyone to express their ideas freely.

Depending on their character and way of working, everyone is free to manage their work and their schedule. This approach allows creativity to be unleashed.

The manager has a unifying role, he ensures that the teams are cohesive.

The Athena culture is a corporate culture with a long-term vision. The manager constantly challenges his teams to motivate their teams.

The aim is to encourage employees to go beyond their limits and get out of their comfort zone. Disappointment is a major risk in this corporate culture.

Indeed, goals are often high, which increases the risk of failure. On the other hand, the stimulation is even greater if successful.

The Apollon corporate culture, for its part, is a fairly well-structured organization. It is an organization that is at the service of customers.

This corporate culture is adapted to specific business sectors, especially those that are extremely competitive.

The objective here is to do everything possible to establish itself as a leader in its sector and beat the competition.

The manager must be rational in order to achieve his goals.

Everything has to be perfectly planned and organized, freedom has no place.

Teams must follow strictly defined rules and procedures. Here, risks are reduced and a process is put in place for each action.

Finally, the Zeus corporate culture is an organization with a pyramidal hierarchy. Each employee must stay in their place and strict rules are established.

Everyone in the pyramid hierarchy has a role to play, some being decision-makers and others being implementers. Although reassuring, this organization does not promote creativity.

Work on your corporate culture with a coach

Despite optimized processes and total commitment, any company employee can one day experience discomfort at work.

This may be because of a lack of communication within the team, poor coordination of work, or due to the lack of common goals.

Be that as it may, the first thing to do in these situations is to line up the team.

With the help of a manager coach, companies can establish the profound meaning of projects and bring individual aspirations into line with the company's culture.

The Visconti executive coaching makes it possible to identify the best available levers and to prioritize the actions to be implemented.