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From HR Perspective: 4 Pre-Requisites to Make Organizations Thriving

HR Best Practices
March 04, 2016
By Barkat Dhillon
Reading Time: 2 minutes

Over the past few years, there has been a remarkable amount of transformation on how companies hoped and wanted to make the organizational culture people-centric.
Out of all the surveys and studies that were conducted, the one thing that stood out was – A “great place to work” is really about designing an organizational culture that allows people to excel. It is a place where people are motivated to perform and are determined to succeed.
It is easy to fall into the trap of thinking about an organization’s “culture” as the surface-level effect like the amenities provided and the perks showered. However, all those businesses, large or small which have excelled in the market, recognize that culture is much beyond.
So, let’s understand the various aspects that make an organization’s culture something which helps it in thriving and developing. Here are a few pointers:

  1. Vision, values and practices :

    The leaders and visionaries of an organization must time and again keep re-iterating the values that have built the organization. They must be very articulate and reinstate strongly the vision that they wish to achieve. At the same time, it is important to highlight what the best practices are and what stands acceptable and what is not.

  2. Hire right and retain well :

    It is important to make sure that people who are currently a part of the organization and those whom we wish to make a part of, should believe in the vision that the organization wishes to achieve. Getting in the right people and retaining the right employees goes a long way in solidifying an organizational culture.

  3. Communication :

    What should be said and how it should be said holds a lot of importance in building or breaking a structure. It is hence important to make sure that the formal and informal communication is open and healthy so that it gets embedded in the daily life of the employees.

  4. Ownership and decision making :

    Though it sounds simple, but companies need to directly point who is responsible for culture. It is obvious that a person can’t do it on their own, but creating a sense of accountability would definitely help in moving everyone else in the right direction – whether they’re hiring candidates or managing the teams.

Great workplaces are created by visionary leadership, executed by management and sustained by employees. Creating great organizational culture requires that the focus is on setting up great people practices and then ensuring they get translated into great employee experience. It involves imbibing values where organization becomes an integral part of the employees’ life and there is an emotional connect between them.
Organizational practices impact employees on a daily basis, the perceptions that they develop goes a long way in creating a long-lasting impact. It is important that organizations infuse a sense of pride in the work employees do and enhances the corporate image while ensuring that employees enjoy high levels of companionship.
Whether we notice it or not a lot keeps happening all at times when people come together to work in an organization. We may not always be able to best determine what it is that drives an individual’s behavior, assumptions, or values. But once the haze gets clear and we are able to see through what is important, we would definitely realize how culture plays a major role in impacting our business and as individuals striving to make a difference in our own lives.


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