A Renewed Look at Company Culture

You are in a powerful position to play a significant role in influencing and defining company culture.

Whether we’re working from home 100% of the time, in a hybrid situation where you may or may not meet your team in person, or some other agreement with your company, how we work today and in the future will constantly evolve. 

The data shows there’s a disconnect with remote employees. Gallup states, “28% of exclusively remote employees strongly agree that they feel connected to their organization’s mission and purpose.”

But what does this mean for you and your team? 

As PR leaders whose job is to build relationships, this is our opportunity to shine. No other profession has the skills and experience to help companies redefine their culture. 

Companies with a strong and understood culture will retain their employees and see an increase in productivity, trust and rapport, reducing turnover and improving business results. 

A new look at company culture should be addressed in three areas:

1. Your relationship with your manager
2. Your relationship with your immediate team
3. Your expanded circle of engagement and influence

Let’s break this down.

First, and this is no surprise, your relationship with your manager will significantly impact your opinion on the company culture. They are the ones who, ideally, think about the role you play in the business and you as a person. They understand you’re a human, not a robot, and will have peaks and valleys. 

As an employee, you will realize the same about your manager. This relationship has a direct impact on your relationship with the company. 

To do

 At least once per quarter, have a focused 1:1 conversation with your manager about your experiences at the company. The discussion should relate to broader themes of your relationship with the business. 

These can be positive experiences to share with others in the company or constructive feedback to share with stakeholders and, if necessary, human resources.

Second is the relationship with your immediate team. This team is likely those you spend at least 50% of your time with daily. Along with your manager, this group will influence how you feel at the company.

To do 

Every six months, host a conversation with your team to best determine the relationship between the work stream and the overall business. How does your team feel about its standing with the larger business? The conversation will illuminate adjustments to be made or examples of what’s working very well.

The third is your expanded circle of engagement and influence. These could be clients, executives, board members or other publics you spend time with regularly. This group could be the most exhausting! This is why ensuring you have strong relationships with your manager and your immediate team is critical, as they will be essential to helping round out your employee experience. 

To do 

When appropriate, have casual conversations with select members of this group to solicit how they define great culture within the company. Often, people will respond, “I love the people here.” 

While this is a great, positive response, I often look to garner specific examples. Put on your story mining hat and solicit more details to help shape the responses.  

Finally, harness the information you receive to help prospective employees you’re hiring better understand what life is like at your company. 

Company culture is multifaceted and primed for the PR profession to play a leadership role. I cannot wait to see how this profession continues to lead the way.