Answer These 7 Questions Before Changing Your Organizational Culture

Answer These 7 Questions Before Changing Your Organizational Culture

Answer These 7 Questions Before Changing Your Organizational Culture

According to ERC’s 2016 Workplace Practices Survey, the biggest challenge organizations are facing today is the hiring and retention of talent. An organization’s ability to attract and retain top talent is strongly influenced by its culture.

But workplace culture isn’t built in a day. It takes time and commitment to develop your organization’s personality. Take a tip from Field of Dreams, “If you build it, they will come.”

Here are the questions you need to ask yourself and your team to define your culture:

  1. What is your organization’s mission?
  2. What are your values?
  3. What makes you proud to work at this organization?
  4. What type of personality do you want to embody?
  5. Are you hiring people that complement the organization’s core values?
  6. What happens when people fail?
  7. How do you describe your organization and what you do to your friends and family?

By asking yourself and your team these questions, you’ll have a better idea of the type of culture you have naturally. When you discover the natural culture of your organization, you are better prepared to make adjustments to build the culture you are aiming to achieve.

To determine what type of culture you are aiming to achieve, remember this: just because the work you do may be challenging, doesn’t mean enjoying the work you do should be challenging.

In fact, Kissmetrics suggests that “culture should be designed to alleviate work related stress.” And let’s face it, happier employees are more productive employees (by 12%!).

When you create the right company culture, you attract the right employees. You attract talent that has beliefs that align with or complement your beliefs, that values the same things you value, and that “buys in” or “drinks the kool-aid.”

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  • Liz Maier-Liu

    Liz Maier-Liu specializes in writing high-quality, engaging copy across all channels, including email, web, blogs, print, and social media. She is passionate about helping ERC build long-lasting relationships with clients and members through storytelling and delightful copy that calls them to action.Since 2019, Liz has supported ERC’s marketing team. She currently manages ERC’s email marketing campaigns, social media accounts, marketing automation, and websites. Liz also executes content strategies that drive engagement, leads, and customer retention.