Corporate culture is always a topic without being discussed ranging from the level of operational staff middle management to top management and also will impact on the company’s brand that became the topic of conversation candidates who will enter. Culture always starts from the top and descends downward. Without it and strong intentions of top-level management it is difficult to taste the culture will grow and grow rooted to all lines of organization. The figure of a leader is vital to the survival of corporate culture . Indications of a strong culture include turnover valueemployees are minimal at 10%. More than that number it needs a fundamental question as to whether the company is run?.
Surely many of the determinants of a company will be sustain in the next few generations but the built-in culture factor is the foundation of a firm firm foundation and without it it’s hard for a company to last. Today a start-up company consisting of only 10 to 15 people is beginning to think about how to develop a corporate culture related to their work processes so that it will be adaptive to all employees and their leaders. What about your company that has more than 100 employees or even thousands of employees which in fact of course this corporate culture should be more fundamental for everyone. This is why the main factor in a company can start from Culture (Culture)then continue with Engagement until the name Happiness (Happiness).
Gallup research results to the workers in the United States enough to base your judgment and consideration in developing a strong organization for the long term namely:
13% – Engaged at Work
Those who have made work a need not only their bodies but also the needs of self-actualization (soul). If they work then they will not count with the time and energy spent. Working efficiency is unquestionable although their capacity or competence is limited but their enthusiasm and willingness are very high and this is what will raise their competence in the future. Work relationships with partners are very intimate and very close so there is no problem that can not be solved. This 13% figure is very small compared to other categories and certainly very risky if this group dragged to other groups. Most of them are back bone companies and those who are able to move others in work.
63% – Disengaged at Work
Those who work in accordance with applicable rules and are not much involved with personal issues or relationships outside of work. They just want to spend 8 hours a day to work and will come home afterwards. They do not calculate with time but they also will not give more than what they get from the company. This group is very dominant in the structure of the company and it becomes pareto for the company to be retained as the company’s mass car engine. In the work little emotion is involved and they will keep their work in one position. There is no desire that makes them do more than expectations if requested one then they will give one.
24% – Actively Disengaged at Work
People who become one of the groups to be noticed by the company where turnover numbers will occur from this class. They are very sensitive to personal problems that do not want to linger in one position when there is a conflict with the boss. This group tends to count in work even many boss requests are often rejected on the grounds there are many other jobs that have not finished . Trivial reasons often arise from this class and they actually do not have much effect on the company’s performance. This 24% group often occurs to people who do not occupy the ideal position either because of personal competence or due to the condition of the company. They will quickly find new places when they do not see the benefits of their work.
Companies with a strong and solid culture and accommodated from the Board of Directors Top Management Middle Management to Operational Level will make the happiness of every worker because they are very engaged ( Engage ) with work and company. Culture-Attachment-Happiness is a chain of successful growth and development company . Firm with strong culture only <15% TurnOver employees and vice versa firms with weak Culture experience TurnOver > 45% . Do you still think that corporate culture is not important?