When employees begin to spend a significant portion of their lives in their work, the environment and overall work culture begins to play an important role in their job satisfaction and productivity. If the increased globalization has taught corporations anything of value, it’s that work culture is now as important as the employees working at the company.

It has become increasingly important for employers to focus more time on their company culture in order to attack more employees. This will become a vital part of attracting and retaining employees. But this can only be possible if employers dig underneath the rudimentary definition of what they perceive as ‘work culture’.

Work culture, as it turns out, isn’t as simple as taking your employees out to dinner on a Sunday or giving out expensive gifts. It is a lot deeper than that, as complex as human psychology itself. Company culture is about how you handle human interactions on a personal level, the overall goal of which is to drive improved employee satisfaction.

The Higher Ups Set the Tone for Work Culture

From the CEOs, to the management to HR personnel – all the individuals involved in setting forth crucial directives in the company play an important part in designing the company culture. It doesn’t matter if the higher ups do this directly or indirectly.

The way CEOs and managers conduct themselves throughout the entire corporate structure of the company is of crucial importance to the overall culture. For instance, if they are aggressive in their tone and are driven exclusively to meet organizational objectives, then the results will foster an increasingly toxic work culture. It will become more difficult for HR personnel to instill company goals and rally their employees around them. What’s important is to make employees recognize that they are a part of something bigger than their job assignment.

That is after all, the biggest secret ingredient used to create cults.

Making members of an organization feel that they are a part of something big in the grand scheme of things. This of course, entirely depends on how leaders behave and conduct themselves with employees.

If employees believe they are merely part of a corporate oligarchy that only gives out a set of commandments with absolute obedience, it doesn’t help in creating a strong work culture. This will send the message that HR personnel should try their hardest not to send: that their employees are forced to do their work simply because boss asks so.

When employees are kept hostage by company objectives, it doesn’t give them much incentive to report in to work for reasons other than to collect their monthly paycheck. And if low retention rates have taught us anything, it is that such strategies don’t work. It is common for employees to jump ship to another company for lower salaries simply because they apprehend the feelings of revulsion that come when you feel like a worker bee.

Changing company culture is not an overnight task, no matter how effective you are at changing it. But this change is best spearheaded by leaders who have useful HR professionals that know the ins and outs of what their employees are currently going through.

Does your company work culture need a better designed policy to increase employee job satisfaction and increase productivity? Perhaps a brief consultation with experts at JS Benefits Group is just the thing you need to make things better. Click here to learn more.