know what they are and their importance

The elements of the organizational culture promote the dissemination of the company’s values ​​to all employees and, then, to the market, customers and future candidates. These components also help to guide all the company’s decisions and actions, being essential for the smooth running of the business.

Check out the main elements below. Enjoy and make sure that your company’s are already clear and well-defined.

Values

The values ​​refer to the company’s base, everything that guides the guidelines and what is expected in terms of behavior of those who will work in the organization. They are usually placed by the company’s founders or leadership figures.

The values, being the guide of all actions taken in the business, must be shared and be easily accessible to everyone. In this way, employees will always remember what governs the company and will have the perception if there is really a cultural fit with the company.

In addition, when they are clear to everyone, the company’s values ​​also help with accurate hiring, retaining employees, reducing the turnover rate and greater adherence to the company’s objectives.

Communication

Each company has its own communication plan that can be broken down: communication for employees, for the market, for customers and candidates, for example. Based on the elements of the organizational culture, it is necessary to create a communication plan.

This involves the language to be used, the means by which you will communicate with each audience, the colors of the company, which are the rules for using the logo and the brand name, among other information that involve the dissemination of the image.

Having a plan, the result is unified and consolidated communication, which strengthens the brand and places it as a reliable company. Reliability comes precisely from the conformity of information that reaches different people, all solid and convergent.

The dissemination of such guidelines is essential so that all employees know how to communicate being representatives of your company in a consistent manner.

Standards

The rules concern the determination of what is accepted and what is not accepted by the company, according to its values. These rules should be put to candidates already during the selection process, so that they can understand them and say whether or not they agree with them.

These elements of the organizational culture guide all employees and make clear the company’s positioning, which conducts are accepted and which are not. With everyone aware, there is no chance of noise in the communication between HR and employees.

Beliefs and assumptions

Beliefs and assumptions are everything that the company believes and, therefore, that employees, ideally, also believe. Often, they are unconscious knowledge, so deep and embedded in personality, life history and experiences.

When companies and employees believe in similar things, the product or service is sold much more property.

Heroes

Heroes are highly representative figures of the company, its values ​​and beliefs. They are usually leadership positions that are or have been part of the company’s history, as ambassadors for the employing brand. It could be someone who founded the company or changed its direction, for example.

It is as if, looking at these heroes, there was a convergence and solidification of what is most important to understand their history: in the way of speaking, acting and thinking.

Rites, rituals and ceremonies

These elements of the organizational culture refer to the activities and processes established by the company and which happen with some regularity.

Generally, we have birthday celebrations, year-end parties, awards, recognition ceremonies or even actions promoted by the endomarketing team. That is, they are events that usually provide moments of relaxation for employees, strengthening the bond between themselves and between them and the company.

It is important to invest in rites, rituals and ceremonies, because, in addition to establishing the company’s culture, they create expectations and engagement.

Stories and myths

Here, the name already explains: there are stories and myths involving the company and telling its trajectory. When it comes to stories, they are facts that happened and that were remarkable in the organization’s trajectory.

Myths, on the other hand, are distortions that enter as part of the imaginary that makes up the company’s history. It is common for this to happen when you do not have a video, a book or any means of recording events.

Thus, by word of mouth, distortions happen and form the myths that also integrate the aura and image of companies.

Taboos

Taboos are elements of the reflected organizational culture that are brought from social and daily life into the company, in some way, either by employees or by leaders who do not stop speeches that can be prejudiced or limiting, for example.

Taboos will be present in companies according to the values ​​that guide them. For example: it can be very normal in a particular company to encourage discussions about gender diversity, whether through workshops, lectures or conversation circles. In the same way, this can be a very distant reality in another company, because their bases are different.

So, keeping in mind all the discussions that are on the rise and that come as breaks in paradigms and limiting beliefs for us as social agents, it is very important that your company’s taboos are constantly analyzed and that actions to break them are performed.

This will provide employees who are more open to dialogue and more inclined to learning, as well as improving the company’s positioning, both internally and for the market.

One of the best practices of a solid organizational culture is interview feedback. Enjoy to know more about him!