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Let's define company culture

08 Nov 00:00 By Caitlin Taylor

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Let’s define  company culture

Something we come across quite often as recruiters, and have experienced first hand ourselves as employees, is the prioritisation of company culture in the workplace.

But what does company culture really mean? 

It’s difficult to pinpoint as it can mean different things to different people but if we were to look up the traditional definition, we’d find it’s defined as a shared set of values, goals, attitudes and practices that make up an organisation.

It’s how an organisation goes about cultivating its culture that differs.

A big factor that defines company culture is how its employees interact and respond to change. Those that are resistant to change find this difficult but if the organisation is made up of people that embrace change then as a collective the company culture can be addressed more easily.

People and attitudes within a company will have a huge impact on culture regardless of what the company does.

But how do you tell if a company’s culture is more than fluffy, buzzwords or something that truly flows across the whole organisation? This is a dilemma we’ve all been presented with at some point or another when deciding whether to make the move to a new role - and it does play a big part in the decision-making process for a lot of people. We have noticed that candidates are not just interested in remuneration, but are equally concerned about a company's attitude towards sustainability, social awareness, diversity, volunteering as well as the physical perks.

Those organisations that make their workplace comfortable, collaborative and fun are definitely able to secure the best talent at the moment. 

When you spend approximately ⅓ of your life at work, it’s only natural to want to surround yourself with people whose values align with your own and to contribute to an organisation that you support and believe in. It gives you a sense of pride in your work and you value the purpose of the role.  It also goes deeper than promoting a feeling of wellness and belonging in employees in that it impacts staff retention and performance.

Understanding your own core values is an important starting point. 

Ask questions of yourself and really list the aspects that are important to you in your work, make yourself a list of the dealbreakers and try to hone in on what is important to your work life.

Ask your  recruiter or future employer how the organisation  practices these values day to day and how they cultivate and nurture the right culture. Employee benefits will play a part in this, and it’s worth considering whether they’re relevant to you, but it’s best not to base your whole decision on this.

Changing jobs can be intimidating but by understanding what it is that truly motivates you and asking the right questions, this can clear up a lot of the intimidating unknowns, giving you the peace of mind that you’re taking a step in the right direction..

As a recruiter, I look to create long-term partnerships with clients and candidates who align values and culture-wise; this is an area we have a lot of experience with, so we can shine light on this from a personal and professional perspective. So if you’re currently on the job hunt or you’re looking to fill a gap in your team or even some ideas on how to make your workplace more attractive to candidates in this market, get in touch now for a confidential chat.