How to make the corporate culture manifest in the form and internalize in the heart

According to the research of Runshang Culture and Finance Writers

Use a book to sort out the corporate culture, let employees become rooted trees, source water, take down the slogans on the wall, get the thoughts of employees, this kind of work is not one or two meetings can do, need a heavy ** to wake up to motivate employees to empathize, a book is not only a bland description of enterprise development, but to the difficulties encountered in the development of the enterprise, hardships and how to come step by step to reproduce and sublimate, we found in cooperation, The history of many companies has often been scattered and forgotten, and this is a salvage work, if it is done to the great effect, if it is disregarded, it is painful. In the process of combing the history of the enterprise, I found my own road confidence, theoretical confidence, system confidence, and cultural confidence from top to bottom.

Hope mine is helpful to you, thanks!

So far, I have participated in a total of 3 corporate culture management consulting projects, combined with the knowledge I have learned and the project experience, to share my understanding of corporate culture.

Corporate culture is the common values and behavioral norms formed by enterprises in long-term practice and when solving internal and external problems.

A few notes: When doing corporate culture diagnosis, you will find that some companies have relatively average scores in each cultural dimension, and there is no outstanding corporate culture. The criterion for measuring whether an enterprise has a corporate culture is whether the company's core competitiveness has been formed, what is the image of the products provided by the enterprise in the hearts of customers, and how is the cohesion and loyalty of employees?

Because most of the employees of a localized company have worked together for a long time, have similar life backgrounds, and their ideas are generally similar. Only when the values and behaviors of most employees of the company are the same as those advocated by the company, is the corporate culture.

In the start-up stage, the business largely does things according to the wishes and values of the founders. However, the most important change in the transition from the start-up stage to the growth stage is that the management team needs to take responsibility, employees need to take responsibility, and the value judgment of the enterprise is reflected through the behavior choices of the management team and employees.

All resources will be depleted, and only culture will survive. ”

Corporate culture is like the air of a business.

Corporate culture is not to unify the thoughts of employees, but to unify the behavior of employees. If the corporate culture is only to keep employees on the same page, then employees may lose their creativity. Only unified behavior can produce cohesion, give full play to the strength of the team, and play the role of corporate culture.

On the basis of unified behavior, and then unify the will of employees.

Theoretically speaking, corporate culture is systematic and hierarchical, and the outermost part of our Yamava's choice of "rule of thirds" is the material image layer (VI), the middle is the institutional behavior layer (BI), and the core is the concept layer (MI).

Many companies only have slogans, but they do not play the role of culture in cohesion. Although some enterprises do not have the cultural concept on the wall, they have precipitated a fine tradition in the enterprise. The latter obviously plays a substantial role in corporate culture, but if it can be further refined and standardized, and the implicit and potential tradition can be turned into an explicit concept, it is more conducive to the inheritance of corporate culture.

Therefore, corporate culture needs to be accumulated and built.

The construction of corporate culture requires systematic planning, from concept to behavior.

First of all, we must refine and summarize the company's long-term accumulation of excellent tradition and culture through scientific diagnostic tools and in-depth research. Then, combined with the company's development strategy and business characteristics, design the company's mission, vision, values and other core concepts and business philosophy. This concept must be highly recognized by the middle and senior management of the company and even all employees.

The most important thing of corporate culture is to unify the behavior of employees through the concept guidance of cultural concepts and the incentive and restraint of the system, so that the corporate culture can be truly implemented, so that it can be internalized in the heart and externalized in the line.

The key to the deep-rooted corporate culture is that the values and goals of the corporate group should converge.

Methods of corporate culture construction.

1. The morning meeting, evening meeting, and summary meeting are to use a certain amount of time to preach the company's values before going to work and before getting off work every day. Wrap-up meetings are monthly, quarterly, annual departmental and company-wide meetings, and these meetings should be fixed and become part of the company's system and corporate culture. 2. Thought summary The thought summary is to regularly let employees compare their own behavior according to the content of the corporate culture, self-judge whether they have achieved the requirements of the enterprise, and how to improve.

3. Post slogans to promote corporate culture Write the core concept of corporate culture into slogans and post them in prominent positions in the enterprise. 4. Establish an advanced model for employees to establish a visual behavior standards and concept signs, through the typical employees can vividly and concretely understand "what is the work positive", "what is the work initiative", "what is the professionalism", "what is the cost concept", "what is the high efficiency", so as to improve the behavior of employees. These behaviors are difficult to quantify, and only concrete images can be fully understood by employees.

5. Carry out timely policy, ideology and cultural propaganda on the construction of the enterprise, and the CEO of the enterprise construction expert Mi Li Culture pointed out that the search for a professional construction company related to the corporate culture is more in line with and closer to the company's corporate culture. 6. Authoritative preaching Introducing external authorities to preach is a good way to build corporate culture. 7. Going out to visit and study Going out to visit and study is also a good way to build corporate culture, which undoubtedly hints to the majority of employees

The demands that the management of the business place on the employees are justified because others have already done this, and we have not done it because we have not worked hard enough, and we should improve our work and learn from others. 8. Stories The stories about the enterprise circulate within the enterprise and will play a role in the construction of corporate culture. 9. The exhibition room of enterprise entrepreneurship and development history displays all items related to enterprise development.

10. Cultural and sports activities Cultural and sports activities refer to singing, dancing, sports competitions, National Day parties, New Year's Day parties, etc., in which the values of corporate culture can be carried out. 11. The introduction of new people and new culture The introduction of new employees will inevitably bring some new culture, and the integration of new culture and old culture will form another new culture. 12. Carry out mutual evaluation activities Mutual evaluation activities are employees who evaluate the work status of colleagues in public according to the requirements of corporate culture, and also evaluate how they do in public, and how well they do by their colleagues.

13. The role of leaders in the formation of corporate culture, the role of leaders has a great impact. 14. Establish enterprise newspapers and periodicals Enterprise newspapers and periodicals are an important part of the construction of corporate culture and an important carrier of corporate culture. The corporate newspaper is a window to promote the enterprise to all the public and customers related to the enterprise, both inside and outside the enterprise.

We can learn from the growth cases of some very successful multinational companies and large domestic enterprises! For example, Haier's corporate culture of "sincere service forever" is really a demand of human nature, and honesty is the foundation of doing business! President Zhang Ruimin's style of doing things back then has influenced every employee and has become a standard for doing things!

This kind of responsible behavior for society, customers and oneself is deeply rooted in the hearts of the people! And become a role model and model for the home appliance industry! There is also McDonald's "do what is beneficial to human beings, do not do things that are harmful to human beings", and become the pioneer and leader of the fast food industry!

In order for corporate culture to be deeply rooted in the hearts of the people, business leaders must think about the needs of human nature from the standpoint of all mankind and the historical height at that time, and assume their own social responsibilities and historical missions! Only such an enterprise has vitality and explosiveness, and such a corporate culture has cohesion and appeal!

From the company's leaders to take the lead in obedience, to advocate, to promote, and constantly repeat to the employees to publicize, the most important thing is to have the ability to execute (just talk but not practice, that's), and the implementation of these cultures should be closely related to the actual interests of employees, and there is no motivation without interests.

Therefore, the people are strong because it is profitable.

Therefore, the enterprise is like than. There needs to be a profit drive.

1. Be consistent from top to bottom, not pretentious, not pompous. Corporate culture is not a show, it is a spirit.

2. Publicity, reasonable and suitable promotion mechanism. Company Structure & Security.

3. Enterprise spirit In fact, in the final analysis, it is to integrate into the life of employees as if you want to eat.

4. Hold training (high demand for funds).

5. It is recommended to publicize internally and establish a sound corporate culture outline. Employees are trained before they are hired.

After joining the company, we will guide them and let them play freely in their work, and the construction of culture is a long experience, and the corporate culture is the temper of the founders and employees.

1. Culture does not stop at slogans;

2. Corporate culture should include three levels:

1) Spiritual culture: that is, first of all, we must guide everyone to form a consensus at the ideological level, for example, for example, if an enterprise wants to grasp the discipline of the meeting, then how to let everyone meet on time every time, first of all, you must have this thought, I want to rectify the style and discipline, we first have this thought, which can be said to be called spiritual culture.

2) Institutional culture: In terms of policies and systems, we should implement them, and we will make a provision that I will be late for a meeting in the future, which will be implemented at the second level of the system.

3) Behavioral culture: If the culture is only implemented on paper, whether we follow this slogan and whether we have implemented this spirit into practice. We assess who is late today to implement, form a very good habit, and no one is late for the meeting in the future, and finally form the improvement of the behavior habits of the entire employee.

What kind of corporate culture will continue to attract employees' aspirations? How did Ali succeed?

1: The attitude of employees and employees, departments and departments within the enterprise and their perceptions of each other, the relationship between management and employees; 2: The degree of understanding and recognition of the company's goals (or strategies) by employees in the enterprise; 3：

the company's perception of the value of its employees (the company's loyalty to the employees) and the loyalty of the employees to the company; 4: The attitude of the enterprise and its employees to the outside world, how to understand the social responsibility; 5: The definition and perception of customers by enterprises and employees; Resources.

How to do the construction of corporate culture.

1: The attitude of employees and employees, departments and departments within the enterprise and their perceptions of each other, the relationship between management and employees;

2: The degree of understanding and recognition of the company's goals (or strategies) by employees in the enterprise;

3: The company's perception of the value of employees (the loyalty of the company to the employees) and the loyalty of employees to the company;

4: The attitude of the enterprise and its employees to the outside world, how to understand the social responsibility;

5: The definition and perception of customers by enterprises and employees;

Resources.