Staff members leave their positions for a variety of reasons, but the number one reason that they STAY and EXCEL is the corporate culture. They are looking for somewhere inclusive, where they feel valued and appreciated for their hard work.

According to WhatIs.com, corporate culture is the pervasive values, beliefs and attitudes that characterize a company and guide its practices.

You can almost think of corporate culture as a personality; as the dynamic aspect of an organization that must be tended to as you would your closest relationship.

This is because the health of your corporate culture is experienced by the most important aspect and asset of your company – your employees. It is equally important that they feel connected to the corporate culture and identify with the values of your organization.

Your company’s values help to navigate the business world and can quite literally steer you into doing the kind of business that you have always dreamed of. It is integral to have a ‘Corporate Culture Playbook’ or specific set of guidelines that your culture has developed from.

Take some time to really think about the traits that are important to you and integral to the success of your company – this is the basis of your culture.

According to the Harvard Business Review, there are 6 main components of creating a great corporate culture. Here, you will find them summarized, but you can review the full text by clicking the link below.

1. Vision – often begins with a great mission statement. Do you have one?

2. Values – are a set of guidelines on the behaviours and mindsets needed to achieve your vision. These can include policies on client care, the treatment of colleagues and various professional standards.

3. Practices – These govern the operating principles of the daily functions of your organization. What do you do and how do you do it.

4. People – Your staff are your most critical asset – and you need team members who are willing to embrace your values and vision.

5. Narrative – What are your organizational stories and history? How do you tell those stories to create a powerful identity moving forward.

6. Place – whether geography, architecture, or aesthetic design, this impacts the values and behaviours of people in a workplace. Do you want to present your offices for your staff to easily collaborate and have openness with one another, or do you need privacy, walls and doors? What about the city you choose to locate in? Consider the geographical cultural identities already present and how that will affect your corporate culture.

Here is the link we promised:  https://hbr.org/2013/05/six-components-of-culture

So what aspects of your corporate culture are you ready to change and develop? Ask for input from your staff as to what are the important values and mission they personally hold and the reasons for which they are working with your organization. You may be surprised by the candid remarks you receive. Above all, your authenticity in creating a corporate culture is most noted and can be felt by the executive suite, all levels of staff and of course, your clients.

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Lucie M.H. Fournier RN, COHN(C), BA (Psych)
Founder/Workplace Health Strategist
lucie@fournierhealth.com

Expertise in 6 distinct niches including:

1. Corporate and Transformational Coaching

2. Advanced level training for internal claims manager to MAXIMIZE cost containment 

3. Sensitive claims management of professional staff, such as HR, health team, and/or executives such as supervisors, managers, directors 

4. Complex claims management resolution

5. Mental health claim return to work & accommodations

6. Transitional Leadership when moving to & from a 3rd party disAbility management company

We service clients across Ontario in all types of employers – large or small. We provide a customized approach to your business because we, and you, are different than the company down the road. A cookie cutter approach is NOT our specialty; nor our interest! We enjoy keeping the humanity in disability management while assertively managing your claims and costs. Feel free to call if you want to examine a long-term approach that is unique to you and your employees.