Find Your Company Culture
Strategically define what it means to thrive in your organisation.
Then, find the people that fit.
CompanyDNA
Use it to define or improve company culture.
It’s difficult to know what to look for in a candidate. You’ve seen their CVs, and you know who’s skilled technically. But how can you tell if they’ll gel with the team? How do you know who will suit your organisation?
To assess cultural fit, you need to first define your company culture. Once you have a solid blueprint, you can easily assess candidates for more than just competency.
How it Works
CompanyDNA uses 3 profiles (Want, Have, Need) to highlight the 8 capabilities most important for your company’s culture. Create the first two, and leave the third to us.
1. Want
What is it? An expert-agreed definition of what makes someone thrive in your organisation. A group of experts collaborate to choose 8 core capabilities that are crucial for success in your environment.
2. Have
What is it? An evidence-based average of the capabilities your top performers hold. By assessing those who already perform well, AbilityMap consolidates the underlying themes that predict success in your organisation.
3. Need
Using both, we create your NEED profile.
What is it? The bridge between your WANT and your HAVE. Compare your top performers with the capabilities you want in your organisation. If they match, great! Let’s get more of those traits in your teams. If they don’t, is it time to move in a new direction?
How to change company culture
If your WANT and your HAVE profiles are wildly different, it presents an opportunity to really explore your company culture in depth. It gives you an opportunity to reconnect with your company’s roots or move in a new direction. After all, no business stands still forever, and you don’t need to have a toxic company culture before making positive changes for the future.
Before embarking on a culture change, it is worthwhile considering what features are typical of a positive culture.
Features of a strong company culture
While there’s no one-size-fits-all when it comes to a positive workplace culture, there are a few initiatives you can implement to get started on your culture change.
Employee engagement
Ask employees what’s important to them. After all, they make up your company culture.
Professional development opportunities
Many people consider job satisfaction and company culture as hand-in-hand. Show your commitment to changing company culture by offering training programs.
Work-life balance
If your team members aren’t satisfied with your company’s culture, maybe their time isn’t being shared fairly. Flexible work schedules can be the difference between a maintainable work-life and burnout.
Company values
Do your team members share your company’s mission statement? A great culture has employees and the leadership team aligned on core values.
Employee morale
If employees feel happy, your culture will reflect this. A toxic culture will quickly wear down morale, while a healthy culture should boost well-being all around.
Attracting new hires
Being able to hire and retain top talent is a huge indication of a strong culture. If job seekers are finding you (and staying), you may have a great work environment and culture.
How to Maintain a Company Culture
Once you have defined your organisation’s culture and communicated the values and behaviours with your employees, you are in a great place to embed and maintain your company’s DNA through retention and recruitment strategies.
By hiring people whose work style aligns with the behavioural capabilities of your company culture, you are well on your way to embedding and strengthening your company’s culture for the future.
6 ways to maintain your current culture
1. Appoint a culture committee
This may simply be an extension of your HR department, but a culture committee can oversee the maintenance of your cultural status quo.
2. Maintain open communication
A strong culture now does not guarantee a lifetime of success. Cultural change is normal and ensuring current and new employees have a shared perception of what your ideal culture looks like will make it easier to encourage this long term.
3. Invest in your employees
To ensure everyone feels valued, you should aim to provide a positive employee experience. A great way to maintain a culture they are happy with is to provide great work-life balance, development opportunities and benefits.
4. Align your own actions
Make sure you are leading by example. If you want to foster a culture of transparency, show your employees you trust them with important decisions and information.
5. Positive reinforcement
You cannot demand compliance. Most employees respond better to positive feedback and motivation.
6. Assess new hires
Hiring people whose work style aligns with the values and culture of your organisation means the new employees are more likely to settle in quickly and thrive in your environment.
AbilityMap provides an evidence-based insight into each candidate’s capabilities to effectively carry out the skills required for great performance in a role. It can also tell you who is best suited to your company culture.
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