September 13, 2018 – Meghan Maynard - company culture, corporate cuture, organizational culture, Marlyn Group, parking industry, Blog, leaders, career seekers, 2018 Parking Industry Career Seeker Survey™

How Your Organization Creates It's Own Culture

 Employers in today’s market strive to create a rich company culture for a number of different reasons:  some believe in the direct correlation between employee performance and profits, others rely on culture to be their guiding compass with decision making and prioritizing strategic goals and most recognize how their employer brand is more and more the key driver to attracting top talent, given career seekers often put it at the top of their list when seeking employment. Our own annual 2018 Parking Industry Career Seeker Survey™ respondents noted company culture as a factor that would raise their engagement (33%), as well as 26% stating that a lack of company culture would be a reason they would leave their current position.The term “company culture” gets thrown around a lot in today’s corporate world, but how do you define it? The term can be difficult to pinpoint at times and even more challenging to decode the exact culture of a company. In business settings, these factors come to mind when discussing company culture:

 

Vision

Having a vision gives employees a clear path to take in order to reach the common goals of the organization. Actions for the team to take are set in place to reach these goals. A common vision makes the organization as well as the individuals successful. However, for this vision to be an important part in company culture, it is necessary that the employer makes the vision known to all employees through clear communication. Employees who have a clear vision of their purpose in the workplace feel more motivated and that they have a meaningful impact on the organization. 

Values

Values help attract and retain employees, and clients as well. They are timeless, support the company’s vision, and help shape the company’s identity. When values align with an employee’s personal beliefs, it aides in strengthening an employee’s engagement to the company. What are the beliefs of the organization? How do they go about business with their clients, as well as their employees? Answering these questions will help an employer define and share the values of their organization.

 

People

The people who contribute to an organization are the very foundation of how the organization is run. Employers and employees alike all come together to practice the visions and values of the company. When the right people are put into the right position at the organization, magic happens! Forbes notes that employers shouldn’t wait around for new employees to change the company culture, but instead should “seek out those individuals who they feel would be a good match with their existing vision for the company.” The people an employer chooses to hire can affect the department they work in as well as other areas throughout the organization. Employees not only represent their company at work, but outside of work as well.

Often times, it is a challenge for a company to easily define their culture. Company culture forms organically over time based on leadership's day to day decision making and actions. Setting a clear vision, sticking to core values, as well as choosing the right people who are committed to the company's set of values will materially contribute to a healthy company culture.

Are you interested in hearing more about what we learned through the 2018 Parking Industry Career Seeker SurveyTM?  Download a copy of the results here:

2018 Parking Industry Career Seeker SurveyTM Results