Why is organizational culture so important?

Before beginning to delve into its importance, it is vital that the concept of it be refreshed. According to the financial encyclopedia this can be defined as “the specific collection of norms and values that are shared by individuals and groups in a organization and that they control the way they interact with each other within the organization and with the outside world ”.

In other words, it is practically the personality or spirit of the company and the line through which its employees must walk in order to be faithful representatives of it. Organizational culture also differentiates you from the competition because even though they may be offering a very similar product and for the same market, in the field of organizational culture there are no rivals.

The organizational culture it is not formed simply by the objectives of the company, but goes beyond. It is the conduct that the members of the company must have while advancing towards these objectives.

That is, the values ​​on which they are based and the direction that shows how the behavior of the company's staff should be. organization towards their co-workers and towards the people with whom they interact professionally in the Exterior.

When there is lack of organizational culture, individuals will act according to their designs which will leave to chance the behaviors that they will adopt within the company, leaving it devoid of a positive thread that represents it in front of its clients, suppliers, relatives, among others.

It's like suffering from a multiple personality syndrome. You never know who you can get hold of. This is very delicate because it weakens the image of the brand that is one of its most precious assets.

It is normal and even healthy for each department and each person to have their characteristics specific differentiators, but these must always be closely linked to the culture organizational.

Another important element in organizational culture is that employees, knowing it and having it deeply ingrained, will already know how to behave in new situations and even unprecedented, because although it is not a manual of dictatorially established rules, they are guidelines that are both invisible and unavoidable. Present.

I'll explain it better: organizational culture is not a mandate, instead it must be exemplified with the behavior of its leaders. From supervisors to the highest managers they must be strongly trained so that with their actions they model the corporate culture for all the personnel in charge. This does not happen from one moment to another, for it to work it is a matter of time and perseverance.

In addition, to measure whether the results are as desired, a constant evaluation is necessary to certify that the information is reaching people clearly and that they, in addition to listening and understanding it, put it into practice in the way the organization does. waiting.

A company with a solid, authentic and positive organizational culture led into action by workers - because they already it has become a habit in his professional life - he brings too many benefits to all his associates, both his staff and their customers, which translates into even greater benefits for herself such as:

1. Much lower percentage of human capital turnover compared to companies with a weak or non-existent organizational culture.
2. Measurement methods implicit in the procedures
3. Continuous improvement at all levels.
4. Loyal and satisfied customers.

Now that you know all the positive implications of a strong organizational culture, it is time to start working on the design of it - in case you do not have one - or strengthen the one that already has. This regardless of the size of the company or business, it will never hurt.