You’ve spent a lot of time crafting your company’s mission statement and defining your company culture. You probably assume that your employees know your culture, but they might actually misunderstand it.
There tend to be a lot of misunderstandings and miscommunications between employees and employers about company values and culture. You might value creativity and initiative, but your employees think that you value obedience.
If you’re not sure if your employees know your culture, ask them some questions:
What’s our mission?
What are our values?
How do we incorporate those values?
How do you view our culture?
If your employees don’t know your culture, they won’t be as motivated or committed to your company, so they’ll be more likely to leave. How can you help fix the miscommunication so your employees understand your culture?
7 Ways to Fix Culture Miscommunication
1. Set an Example
Company culture starts at the top. If you’re not living your culture, you can’t expect your employees to live it.
You can talk about your culture all you want, but if you’re not living it every day, it will never exist the way you want it. Every action you take and decision you make should align with your company’s values and mission.
Let your employees know that your door is always open and encourage them to talk to you about everything – including their views on your culture. When your employees talk to you, really listen, take notes, and determine the necessary actions to address your employees’ concerns and suggestions.
3. Hire for Cultural Fit
Your culture should be incorporated into every aspect of your business. Make sure you’re hiring new employees that fit into your culture and share your values. Introduce your culture during the interview process and ask questions to determine if they’ll be a fit.
Whenever an employee makes a decision that aligns with your culture, celebrate it! The celebration doesn’t have to be anything big – you could just send out an email or share their action on a bulletin board. Your employees will strive to make decisions that align with your values.
5. Choose a “Chief Cultural Officer”
Your culture is shaped during the smallest interactions your employees have with each other and your customers, so you have to be intentional about creating it. You can be intentional by appointing someone the position of “Chief Cultural Officer” – their job is to build a great culture.
6. Send Employee Feedback Surveys
Send out a feedback survey to your employees and ask specific questions about your culture. You’ll be able to find out what’s working and what’s not. Because your team will tell you exactly how they feel about your culture and what they want to see, you’ll know exactly how to keep your team happy and productive.
7. Set Goals that Align with Your Values
During performance reviews, make sure the goals you’re setting with your employees align with your company values and mission. Everything your employees do will fit into your culture because their jobs are designed to align with your mission.