How to solve the problem of corporate culture

Corporate culture. It is the value recognized by all employees in the process of work and the common way of behavior according to this value. Once the value system is established, the corresponding behaviors should be externalized. In a sense, cultural landing is a value orientation.

Transform into a behavioral requirement for employees. The so-called cultural construction.

Timeliness is about turning behavior into habit. What to do exactly? The key to how to implement corporate culture is to make the execution habitual and <>

The theme of culture is preferentially locked if culture is just an empty slogan, no one thinks so, and puts the reality and demands of the company's development.

The pain points that are closely linked together are the theme of the corporate culture, and the attention of all colleagues is maximized, so that the culture can be meaningful and deeply rooted in the hearts of the people. Starting from the strategy, starting from the problem, combined with the internal and external development environment of the company, closely following the annual operation and management practice, the annual cultural theme is set as "execution", and the annual cultural slogan is set as "scrambling to be the first, fruitful", and calling on all cadres and employees of the company to fight for the "strategy".

The determination of the theme is very important in the process of cultural implementation. The construction of corporate culture is a step-by-step and gradual improvement process, combined with the current year's business management practice, according to the company's strategy.

Determining the theme of cultural construction is the most important link for cultural implementation to achieve real results. Establishing a value orientation is keyThe company advocates a "culture of execution", that is, cultivating and strengthening strategic execution, team execution and individual execution.

For individuals, execution is the ability to do things. For the team, execution is combat effectiveness. For enterprises, execution is strategic execution and management ability.

Once the topic is decided, the decision on the relevant value orientation and requirements becomes key. Telling employees what the company needs, what the team needs, and what individuals should do is a prerequisite for achieving a theme culture. The appearance of execution lies in the timeliness and quality of task completion, but its core lies in corporate strategy.

The positioning and landing mechanism is the core content of enterprise operation. Only when the implementation culture and enterprise management are integrated with each other, can culture truly become a productive force. Turn action into a landing mechanism.

Corporate culture reflects the values of the enterprise. The implementation of corporate culture is the corporate values, which are deeply rooted in the hearts of employees. Only when employees agree with the corporate values and practice the values can the corporate culture be implemented.

Corporate culture is the soul of an enterprise, and it is related to the values and ways of doing things of the leaders of the enterprise. It is a guide to the development of the enterprise, and a code of conduct that guides the employees of the enterprise to do things. Everyone's down-to-earth work according to such a culture is the best landing, not empty talk, and goal-oriented.

Hope it helps.

The most important place is that some hardware measures must be prepared, and there must be a good office environment inside, pay more attention to the changes of everyone in the workplace, and formulate reasonable task standards.

The key is to get employees to accept and implement sincerely.

Such a corporate culture can achieve a win-win situation for enterprises and employees, which can really play a role in motivating and promoting the production and operation of enterprises.

How to build a corporate culture has always been a headache for many managers. The author believes that the reason for the poor management of corporate culture is that managers or managers lack systematic professional knowledge related to corporate culture. The most effective way to acquire this knowledge is to read books.

Books about corporate culture are recommended to read "12 Must-Read Articles on Corporate Culture". There are a lot of books on corporate culture, but not many books that really get to the point. This "12 Must-Read Articles on Corporate Culture" is one of them.

Note that this book can only be purchased on the official website. Please do it yourself,** much higher than the average traditional book.

But I personally think that this ** is worth the money, if you really want to learn the professional knowledge of corporate culture, it is recommended not to read too many miscellaneous books. Reading trumps everything. Besides, reading is not a panacea.

It depends on your understanding and how you learn to use it flexibly in practice. Below, I would like to share some personal humble views on how to implement corporate culture: only when corporate culture is rooted in the enterprise can we win the market, and only when it is implemented can we have lasting vitality.

The key to promoting the implementation of corporate culture to achieve practical results is to find the right entry point and adopt a variety of methods to <>

Broaden the way of cultural landing from different angles and different levels, and the landing of corporate culture is a systematic project. In a narrow sense, it is the process of promotion, penetration assessment and improvement of the concept of corporate culture, but in a broad sense, it is the process of the growth of the enterprise itself and the process of long-term dynamic evolution. Promoting the construction of corporate culture is a long-term project, which cannot be achieved overnight, let alone quick success.

In the process of promoting the implementation of corporate culture, it is necessary to innovate thinking, keep forging ahead, and adopt a variety of methods and means to broaden the way of cultural implementation from different angles and levels.

The implementation of corporate culture means that the corporate culture is accepted and consciously implemented by employees. Only when the cultural concept moves from the profound philosophical culture to the popular culture, from the books into the hearts of employees, and is highly recognized and understood by employees, can it truly land, and then take root, blossom and bear fruit. Corporate culture is a strategic issue to make an enterprise bigger and stronger, and it is an important part of the core competitiveness of an enterprise.

Excellent corporate culture is the spiritual pillar and source of power for the sustainable development of enterprises. In an enterprise, the key to solving the problem of corporate culture lies in the recognition of ideas between employees and the enterprise.

In the workplace, it is also necessary to publicize all employees, and there must be a reasonable rules and regulations, and all employees can participate in training activities and prepare some benefits to be implemented faster.

You can first clarify the culture of the enterprise, and also establish a center, so that it is easy for everyone to understand, and then publicize.

The corporate culture should be developed in a comprehensive manner, and knowledge should be trained in this area, and plans and situations should be implemented.

Specific measures to truly implement the construction of corporate culture:

1. Leaders should pay more attention to cultural construction, corporate culture largely reflects the value appeal of entrepreneurs, and it will be more effective from top to bottom, so leaders and bosses should first pay attention to it and take the lead in practice;

2. The senior and middle levels of the enterprise must unify their understanding and thinking, and strengthen their understanding of the construction of corporate culture.

3. Enterprises should formulate standards for guidance, and formulate standardized "process" and "operation" standards and processes according to the planning plan, so as to facilitate the implementation of "operation guidance" and follow-up implementation in the implementation process, so as to make it go smoothly;

4. Enterprises should create an environment and build a platform to create a good working environment and a strong corporate culture atmosphere, strengthen corporate culture ceremonies, organically integrate corporate culture with daily work, and let employees be imperceptibly edified;

5. Enterprises should establish a corresponding evaluation system to promote the effectiveness of cultural construction, establish a corporate culture evaluation system, regularly evaluate and feedback the implementation effect of corporate culture, and link the effectiveness of corporate culture construction with the performance of department leaders, so as to form a strong starting point to ensure that the construction of corporate culture is truly implemented and plays its due role.

Supplement: Corporate culture, or organizational culture (corporate culture or organizational culture), is the unique cultural image of an organization composed of its values, beliefs, rituals, symbols, ways of doing things, etc.

What is the real corporate culture, how is the corporate culture of a company formed, and how should it be implemented?

1.Summarize the development history of the enterprise, form a theme of development evolution and culture, and organize all employees to visit and explain the activities related to the development history of the enterprise.

2.Co-create and discuss the inconsistent cultural expressions of what is done and what is said, and discard the content of cultural literal expressions and interpretations through consensus.

3.Organize the morning meeting and morning meeting of the opening section of the exhibition, and organize employees to tell the stories around them to experience the characteristics of culture through the conference publicity position, and use the stories to ignite everyone's understanding, perception and practice of culture.

4.Through the annual meeting and other core meetings of the company, the cultural concept is combined with the annual key work and goals, and the loud annual action slogan is adopted.

5.Through the organization of speech contests and other forms to further promote the power around us, through the story and propaganda to expand the influence of culture.

6.Systematically build the cultural system, set up a cultural combing team or hire professional consultants to help enterprises reorganize and temper the enterprise, and further build the corporate culture through two different dimensions: the material layer and the spiritual layer, and help the corporate culture system to land.

7.Many enterprises have adopted the method of value assessment, taking culture as a hard-core dimension of talent screening, which needs to be based on the development stage of the enterprise, and is generally suitable for large-scale enterprises. Small and medium-sized enterprises are recommended to strengthen the research and judgment of employee values in the recruitment and hiring process and talent training and growth, and look for corresponding examples through past performance and worksheets.