Culture-Keepers or Culture-Builders?

Companies who can give a presentation about their great company culture usually say that it developed organically, over time; not through orchestration or artificial manipulation.  And yet, there is consensus among experts in HR about the systems that must be in place to support this organic culture-development.

What do we need to support this culture-development?

1.  Leadership Buy-in
2. Data on the ROI for Culture development
3. Open communication, among the HR team, with key business leaders, and throughout the organization. 
4. Efforts must be authentic, not secretive or manipulative.
5. Change Agents and Champions throughout the HR team and embedded throughout the organization
6. Find some quick wins and capitalize on them
7. Be prepared to be in it for the long-haul

 

How does am HR organization help the company “make the list” of Best Companies to Work For?  … not just by getting votes and good survey results, but through:

1. Core Values integrated throughout the HR business processes, at every stage of the lifecycle – Authentically DO your values.
2. Research Best practices so you don’t re-invent the wheel.  Test run those that fit your core values
3. Utilize the best of the technology needed for your business processes – the same way your own customers would want from you
4. Balance between:
   1. excellent execution of core transactions,
   2. in-touch with the people, and
   3. a seat at the strategy table
5. Clarify, promote and LIVE YOUR BRAND
6. HIRE culture-builders. 
7. FIRE culture-detractors.

 

Dan Medlin, PHR

Global Talent Manager         Dresser Wayne

Desk:  +1 512.388.8768         Mobile: +1 512.750.6740

www.dresserwayne.com       E-mail: dan.medlin@dresser.com

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