What are your views and suggestions on the construction of corporate culture?

How to shape corporate culture, mainly including: What China lacks is not advanced cultural concepts and excellent talents, but managers who correctly understand corporate culture and transform it into the management system of the enterprise and the daily work of employees, and fully implement it. In the process of consulting corporate culture for enterprises for a long time, we have summarized many effective shaping methods based on the actual situation in China.

Refine the business philosophy of the enterprise and preach it, analysis of industry characteristics: corporate culture should be consistent with the characteristics of the industry and the business characteristics of the enterprise, and the corporate culture of others may not be suitable for your business.

Widely solicit opinions: corporate culture is not just the high-level opinion, to get everyone's recognition, first of all, to solicit everyone's opinions, many people think that the corporate culture is the general manager culture, high-level culture, which is not right, corporate culture should first of all be the culture that most employees of the enterprise agree with.

In order to do this, senior management should create opportunities for all employees to participate in the company's culture. It is advisable to create a sense of crisis from the top first, so that everyone can have the needs and motivations for cultural change, and then solicit opinions at all levels to obtain the awareness of the dregs and advantages of the original culture, and finally take the method of promoting and abandoning, retain the essence of the original corporate culture, and widely publicize it, so that all employees know how the company's corporate culture is generated.

Refining the core concept:

In the process of consulting for the company, the first question we ask the CEO is: "Can you sum up the company's culture in one sentence or one word?" "The CEO of many companies has to think for a long time, in fact, if the answer is not given in the first second, then the answer is no longer important, indicating that the culture of the enterprise is not clear, and even the CEO can not say it immediately.

Therefore, when we consult for enterprises, we suggest that enterprises must first establish their own core values, and become the concept that employees of the enterprise recognize and recognize, and at the same time, when doing brand promotion, customers and customers should also agree with this value concept of the enterprise.

For example, Haier's "sincerity forever" has risen from the original product and brand concept to an enterprise concept, which has become the core of Haier's corporate culture.

Expand to the concept system: the enterprise should have a core value concept, but based on such a concept, it must also be expanded to the management ideas and methods at all levels of the enterprise, so as to make the corporate culture concept system complete.

Bootstrap function. Corporate culture guides the values and behaviors of the entire organization and its members. It is embodied in two aspects:

First, it plays a guiding role in the thinking and behavior of individual members of the enterprise; It plays a guiding role in the overall value orientation and management of the enterprise. Constraint functions. Corporate culture has the function of restricting and regulating employees' thoughts, psychology and behavior.

The constraints of corporate culture are not hard constraints on the system, but a kind of soft constraints, so that the members of the enterprise have psychological resonance, and then realize the self-control of behavior.

Coagulation function. The cohesive function of corporate culture refers to the fact that when a value is recognized by employees, it will become a cohesive force, and its members will gather from all aspects, resulting in a huge centripetal force and cohesion. Incentive function.

Corporate culture has the effect of making the members of the enterprise have a high degree of emotion and enterprising spirit from the heart. The corporate culture takes respect for people as the core content and people management as the center. Corporate culture satisfies the multiple needs of employees, and its "soft constraints" can be used to regulate various unreasonable needs.

Radiation function. Once the corporate culture forms a relatively fixed pattern, it will not only play a role within the enterprise and have an impact on the employees of the enterprise, but also have an impact on the society through various channels (publicity, communication, etc.). Brand features.

The brand image of an enterprise in the eyes of the public is a combination of "hardware" that focuses on products and services and "software" that focuses on corporate culture. Excellent corporate culture will play a great role in enhancing the brand image of the enterprise.

The construction of corporate culture is not only the embodiment of the hard power of the enterprise, but also the embodiment of the soft power and soft constraints. Our company always adheres to the concept of people-oriented and creates a corporate culture. For example, our state-of-the-art technology and in-house library are a way to promote corporate culture across the board.

Through the daily management of the library, employees can improve their professional skills and hobbies while facilitating borrowing, and enhance their interest in borrowing and improving their overall literacy by holding a series of reading activities.

It can strengthen the construction of corporate culture, improve the core competitiveness of enterprises, build a team of high-quality cadres and workers, strengthen the cohesion of enterprises, develop a corporate culture with its own characteristics, promote the development of enterprises, and mobilize some enthusiasm of employees.

It can improve the culture of the company, and it can also improve the materials of the company, and it can also make employees more motivated, and the company's sales will also increase, and the employees will work well, etc., these are relatively good benefits.

The benefits are particularly large, only in this way can the enterprise be in a balanced state, and it can also make the enterprise develop better, in addition to improving the motivation of employees, so the company can develop better, can increase income, and can also enhance the attractiveness of the company.

In this way, you can mobilize the enthusiasm of employees, and you can also create a particularly good working environment and working atmosphere, and then you can also drive the development and operation of the enterprise, and then you can also improve the income of the enterprise, and then you can also increase the economic income of employees, and at the same time, you can also get closer to the communication and cooperation between employees.

A good corporate culture makes every employee care more about the company, cherish the enterprise more, and everyone becomes a corporate culture person and makes the greatest contribution to the enterprise.

Enhance the corporate image and brand value, and contribute to the sustainable operation and long-term development of the enterprise.

Enhance employees' sense of identity, cohesion, and quality of the enterprise.

To carry out the construction of corporate culture, it is necessary to form the humanistic characteristics of corporate culture management, humanized management, subjective initiative exploration, and the education of the spirit of ownership.

The prime minister should let employees know about the company, and share corporate culture education, enterprise status quo and corporate information with employees regularly or regularly, so that employees think that his company also regards him as a member, and the company's development and his existence are constructive to the company, so that they feel that they share the company's weal and woe;

Set up a large number of reward and punishment systems, reward and punishment results and advanced employees, salary, benefits, etc., to mobilize the enthusiasm of employees to give full play to their talents and non-post capabilities;

Frequently organize team activities or activities similar to team-building, set collective goals, let employees have common goals, cultivate the spirit of collectivism, activate employees, and enhance the feelings between employees;

Improve the management and rent system, minimize the impact of human subjective factors on work, and make employees feel fair and just.

Wait, in fact, it's very simple, there are many ways, as long as the employee feels that the company is worth his pay, and the effort is rewarded.

2.Strengthen democratic management and implement the system of openness in administrative affairs. It is necessary to establish and improve the system of workers' congresses.

3.Doing a good job in building workers' homes is an important part of the in-depth development of the building of spiritual civilization. I hope mine can help you.

A bad corporate culture can eat up a company's strategy.

The value of excellent corporate culture is mainly reflected in the following three aspects.

1) Become the core competitiveness of the enterprise.

3) Culture is the most competitive stool of management, and a good corporate culture can greatly reduce the time and other costs spent on management.

Corporate culture is naturally born with the establishment of the company, and there are three main stages of development.

1) When the company is founded, the company culture = the founder culture. Characteristics: It is unconscious and borderless.

2) When the company grows to a team of dozens of people, the company culture = the founder culture is the main + the company's prospect is the influence of the culture. Characteristics: Initial consciousness, initial shaping, formation of boundaries.

3) The company grows to a larger scale, and the company culture = the company itself is the main + the founder culture. Features: Forming rules.

Adjustments and optimizations continue to be made during these processes.

Steps in the development of cultural values. (The formulation process and content are equally important, and allowing employees to participate in the formulation process is more conducive to later recognition, implementation and implementation).

1) High-level discussion to form a first draft.

2) On the basis of the first draft, a wider range of discussions, depending on the specific situation, can be brainstormed within the scope of all or part of the core staff.

3) The core founders decide and distribute it to employees for further explanation and finalization.

4) Printed into a book, forming written values, and promoting them to employees.

5) Review the implementation situation after one year, revise and finalize the draft.

6) Regular review and continuous optimization.

Steps to implement corporate culture.

1) Visualize the culture, such as printing books, slogans, etc.

2) Translating cultural values into concrete behaviors.

3) When recruiting personnel, it is necessary to pay attention to the matching degree of cultural values.

4) Daily training needs to emphasize corporate culture values.

5) Broad cultural values need to be linked to performance appraisal.

6) Establish a model for the implementation of cultural values for everyone to learn; At the same time, it is necessary to stifle behavior that is not in line with cultural values, even if it may be necessary to suffer short-term losses.

7) Values need to be used as a basis for decision-making.

Steps for the cultural construction of the enterprise town hall.

First, the diagnosis of corporate culture.

The method and principle of diagnosis are: gather the middle-level and above cadres of the enterprise, read out the group's concept sentence by sentence, and ask everyone to say or write about the people and events that can represent this concept after hearing the concept. If most people can associate with representative figures or events, and the events are relatively concentrated, it means that the company's culture has been recognized by everyone; However, if most people can't name or write about representative people or events, it means that the corporate culture and corporate philosophy are not recognized by employees, let alone guide employee behavior.

Second, the refinement and design of corporate culture.

Step 1: First, ask the company to find 10 people who have participated in the whole process from entrepreneurship to development, and ask each of them to tell three stories.

Step 4: Gather experts and relevant business leaders together, study and process the content of the record, and extract the words that represent the spirit of the story with the highest use rate. These words are processed, which is the spirit of enterprise or corporate philosophy;

Step 5: Re-adapt the story according to the core words that reflect the spirit or concept of the extracted words, and write the company's own story that reflects the core words on the premise of respecting history.

3. Strengthen and train corporate culture.

First of all, all employees are trained in corporate culture.

Second, establish and cultivate typical characters.

Thirdly, the management system is formulated based on the concept and values of corporate culture.