Its business philosophy with the employees’ daily lives is Nike. The brand’s goal is to be at the lead of its market and, for that, it encourages curiosity, innovation and autonomy for its teams. Independence to create and take risks makes employees innovate without the company discarding ideas that do not work. In turn, this culture makes professionals feel committed to creating and delivering new solutions, feeding the feeling of belonging.
Therefore, the most successful companies when it comes to organizational culture are those engineering email list that integrate the defined proposals of the brand’s mission and the way in which employees work on a daily basis. How to define your company’s organizational culture? As you have seen so far, the organizational culture can be an important ally for a company’s consolidation and growth. But, for this to happen, it is important that values and actions are aligned not only among managers, but the entire team.
Probably, even without having been planned, the company already has a modus operandi, and this aspect should be considered when defining its organizational culture. Professionals already have habits, processes, values and guidelines, so these factors must be included in the proposed formal organization. Below, we highlight the steps to define your company’s organizational culture. Check them out! Founders and leadership mentality Inevitably, the culture of an organization arises from the founders’ mentality, considering the initial proposal and the business differentials.