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Maintaining positive employee values during difficult times can be done by reinforcing a strong sense of company culture. Culminating company culture turns operations into a shared ethos. Through creating a sense of identity, employees and customers can resonate with your company’s individual culture and form their own sense of identity. Employees will feel a strong tie to the different components that give your business competitive edge.

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When a business is going through transitional or trying times, a sense of safety is found in community and teamworking. Establishing a cohesive culture and shared dialect through all departments, and maintaining it throughout all internal and external operations will encourage work ethic, productivity, environment, and keep the company’s best interest at the focal point. Having company-wide values shared throughout will not only make work more pleasurable but initiate efficiency, especially when experiencing disruption. To further understand the importance of work culture and how to create your own, continue reading below:

Choose A Management Style That Works With Your Employees

Your company’s culture is relative to what your employees need and value most. Choosing between formal and casual management styles depends on staff response, its effect on productivity, and other general output standards. You want to implement a management style that works with your employees, as they would want to adopt it as part of their philosophy and channel it into their work.

Analyze your current work structure and note the areas it flourishes and where needs improvement; then you can manifest improvement in whatever form needed.  Traditional offices firmly define expectations, instructions, and do well in companies dominated by independent work. Casual offices have a higher allowance for collaboration, deadlines, and different projects. Company culture also reflects the kind of image or ideals it exudes to consumers and replicates it into their actual practice.  Read more about how positive company culture influences success here.

Know Your Brand

Your brand ideals should have a multivariable omnipresence with your staff, and should be seen throughout operations. From the way your employees interact with each other to the way HR handles varying situations should all feel familiar and mutually respected throughout. Having a “yardstick” that measures standards, from behaviour to production, can help quantify these elements and highlight where input is needed.

Having a shared passion and focal point is built around a strong sense of values. Respect for these values maintain compliance and make the presence of your brand even stronger. Treat staff as individuals that are vital the overall processing’s to promote creativity and collaboration. This exudes into multiple facets and reflects the overall principles your company is led by.

Treat Company Culture As More Than A Buzzword

The idea of creating a discernable company culture goes beyond water-cooler conversations and employee-appreciation days. Small, daily practices will make or break employee output and require healthy performances. Understanding operations as dependent on team success takes the ego out of your work climate and thus gets rid of any limitations that may be stumping growth. Here are some tips on how to create your own culture.

Company culture reflects the reputation of your business, which is reflected by the reputation of your employees. Teaching this through your company-culture practices will instill responsibility in workers; knowing that how they look is how the company looks make operations seem bigger than themselves, and give them a sense of importance in being a part of something.

Practice What You Preach

It’s important to lead by example and to set company culture as an expectation, not an intangible idea. When employee welfare is jeopardized or there is an operational threat, take it as a learning opportunity to engage these principles as part of the solution, not just as a list of values. Company culture is what sets work as more than just a job; having this company identity initiates individual importance in codependent operation, and thus responsibility and resourcefulness.

Thinking big-picture will impact the longevity of your company’s growth. Having shared project-based goals clearly defined will expose the area’s workers can contribute to and require their team-engagement. This will identify something everywhere can work towards to be proud of.


When Incorporating Your Own Company Culture:

  • Seek what you employees value most, and figure out to make it universally accessible.
  • Clearly define values that respect independent and teamwork.
  • Reward and reprimand accordingly.
  • Maintain company culture throughout all aspects of the company.
  • Reflect internal respect into the success of external product.

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Lisa Curic

Lisa brings almost 30 years of experience to her role as the executive vice president at GroupQuest Benefits Resources Inc. She has worked for several different insurance businesses and co-founded a group benefits MGA in 2006. Lisa’s dedication and hard work has played a significant role in growing GroupQuest from two to over 40 employees in less than 10 years, and in making it one of the largest group benefit MGAs in Canada. Outside of her busy work schedule, Lisa enjoys reading, travelling, working out, cooking, and spending time with her husband and two children.

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