Culture of a company — Chapter 1 — Do you have the right representatives for your culture — Part 2

  1. Identifying the right people for the right task
  2. Understanding success metrics
  3. Feel less insecure about themselves
  4. Knowing how to communicate, appreciate and criticize
  5. Knowing/learning nuances of the job

3. Understanding success metrics

You might ask what is the relation between success metrics and the culture of a company?

4. Feel less insecure about themselves

There is insecurity we have as humans, which usually percolates into our daily jobs.

  1. team members could use the appreciation for their leverage
  2. team members might outperform the manager
  3. team members could judge the manager for certain insufficiencies which the manager might have

5. Knowing how to communicate, appreciate and criticize

Communication is key in any relationship. Openness in communication could result in better outcomes. There is always confusion between being nice and being honest. They are not mutually exclusive. Choosing to handle it carefully with utmost consciousness is important. As a manager, you might make mistakes while communicating, as soon as you realize acknowledging the mistake is also being open in communication.

6. Knowing/learning nuances of the job

A manager has to continuously learn and know the nuances of the job. When I say that knowledge can come from different places including conversing with team members. It is never wrong or less regarded to learn from team members. In fact, it is better to learn from the knowledge they acquire. Managers can still add great value by applying the knowledge that they gathered in the right circumstances. So knowing the nuances of the job will let them do this. This can propagate a positive, learning culture within the team that will further encourage learning between team members.

  1. company has an ideology of negative culture or that doesn’t care about the culture, manager practices negative culture
  2. company has an ideology of negative culture or that doesn’t care about the culture, manager practices positive culture
  3. company has an ideology of positive culture, the manager also practices positive culture

Conclusion

Companies have to be cognizant of how their ideologies are propagated in the system. Their managers who are the representatives of culture should be trained enough to take it forward. If a company wants to build a great company with a great culture, complacency is its enemy and negligence is disastrous. Consciously and consistently working on various ideologies and improving is the only way to build a great culture.

--

--

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
Sathish Nagarajan

Sathish Nagarajan

Entrepreneur, Technologist, Marketer, Programmer, Speaker, WordPress Fan, Actor, Generalist. Cryptocurrency Enthusiast, Community Evangelist.