This is a guest post by one of our partners.
Undoubtedly, employees are always concerned about the company’s culture. According to recent research by Robert Half most people, 35% of them, would reject the perfect job if they did not believe in the values of the company.
As new people come on board with an organization, they will need to be oriented about the rules and expectations within the company. So, how do employees learn culture? Let’s discuss
Here’s a concise table summarizing the key ways through which employees internalize company values, beliefs, and behaviors:
| Method | Description | Example |
| Stories | Share narratives that humanize the company and inspire employees. | Scent n Stories |
| Rituals | Repeated activities that reinforce corporate values and create a sense of belonging. | IFFCO Pakistan’s Oil & Fats |
| Symbols | Visual representations that convey and reinforce company culture and values. | Engro design aesthetics |
| Language | Shared vocabulary and communication styles that create community and understanding. | HBL’ unique jargon |
| Leadership by Example | Leaders model behaviors and values, setting the tone for organizational culture. | Khaadi |
| Social Impact | Commitment to social responsibility that attracts like-minded employees and enhances company image. | Sapphire |
| Physical Workspace | Office design reflects brand identity and influences employee satisfaction and company culture. | Agile Space |
| Onboarding Programs | Structured programs introduce new employees to the company’s culture, values, and expectations. | K-Electric On boarding desk |
| Mentorship | Pairing new employees with experienced team members helps transmit cultural knowledge and practices. | General Electric’s mentorship program |
| Performance Management | Aligning evaluations and rewards with cultural values reinforces desired behaviors. | Gaditek |
| Internal Communications | Regular, transparent communication keeps employees informed and engaged with the company’s mission and values. | Telenor |
| Employee Resource Groups | Groups that support diversity and inclusion initiatives while fostering a sense of belonging and community. | Unilever Pakistan |
Let’s explore further how employees internalize the values, beliefs, and behaviors that define a company.
1. Stories
The stories are what give meaning to the culture of a company. They humanize the organization, inspire employees, and build a common purpose.
Example: Scent n Stories
Scent n Stories is a well-known brand that sells perfume for women and men.
The company has very often shared the stories of its founders and their passion for the outdoors. Moreover, how the company underwent difficulties to evolve into an environmentally conscious business entity.
These stories fire the emotions of employees to live the mission and work toward its sustainability efforts.
They also brainstorm and discuss the different business ideas in Pakistan that create confidence in employees and make them learn the organizational culture easily.
2. Rituals
Rituals are about doing the same thing over and over again, which creates this sense of belonging or reinforces corporate values by providing common experiences.
Example: IFFCO Pakistan’s Oil & Fats
IFFCO Pakistan’s oil & fats arranged an Eid Milan party for its employees and investors, which created a positive relationship between the employees and promoted positive connection.
3. Symbols
Symbols are visual representations of the culture and values of a company. They create recognition and self-identity and can carry or reinforce the message of the company.
Example: Engro Corporation
Engro Corporation in Pakistan uses the lotus flower symbol in its employee training programs to represent growth, resilience, and commitment to excellence, aligning with the company’s cultural values.
This cohesive, visual language reinforces the brand image of innovation and sophistication and helps employees learn organizational culture..
4. Language
The language one uses in an organization gives it its character. Shared vocabulary, styles, and even funny ways of communicating create a sense of community and understanding.
Example: HBL
At HBL, employees are introduced to a specific internal communication style that emphasizes transparency and inclusivity, reflecting the company’s open-door policy and commitment to collaborative teamwork.
5. Leadership by Example
The leaders in an organization set the pace for the culture. What they do, behave, and decide makes a huge difference in the morale, engagement, and productivity levels of their people.
Example: Khaadi
At Khaadi, they achieve high standards of leadership through the creation of unique systems and policies that allow for open communication, as well as employee and well-being, and customer satisfaction.
6. Social Impact
The commitment of the company to social responsibility improves the image of the company before society and tends to attract like-minded employees.
Example: Sapphire
Sapphire is concerned with eco-friendly practices, for example, they use sustainable raw materials, reduce waste, and use energy-efficient processes in their production lines.
7. Physical Workspace
Your office space mirrors the powerful soul of your company. In the current scenario, a well-designed space does not just make people happy at work but is also a major reflection of your brand identity in front of clients and visitors.
Example: Agile Space
Agile space, which provides coworking spaces in Karachi is a true example of developing great culture.
8. Onboarding Programs
Structured onboarding programs introduce the culture, values, and expectations to new employees.
Example: K-Electric
K Electric, they have an onboarding desk for final candidates. Through this desk, HR staff introduce them to the organization’s culture and values.
9. Mentorship
Pairing the new employees with the more experienced team members aids in the transmission of cultural knowledge and practices.
Example: General Electric
GE’s mentorship program pairs junior employees with senior leaders to establish relationships that support company values and career development.
10. Performance Management
Performance evaluation and rewards aligned with the cultural values reinforce the desired behaviors of the organization.
Example: Gaditek
At Gadite, exceptional performers are granted unique local and international trips as a recognition of their outstanding contributions and great value to the company.
11. Internal Communications
Regular, transparent communication keeps employees informed and engaged in the company’s mission and values.
Example: Telenor
75% of Telenor’s workforce is an active user of Workplace and they use it daily to share insightful information and collaborate. This tool has helped their employees of 34,000 people to realize their common potential, which in turn has led to quicker internal procedures, more innovation, and the elimination of workplace silos.
12. Employee resource groups
These drive home the diversity and inclusion agenda and propagate a feeling of belongingness and community.
Example: Unilever Pakistan
Unilever’s Women’s Leadership Group serves as a platform for promoting inclusivity and leadership development, which has become the company’s culture and a mutual support network.
Wrapping Up
How employees learn a company’s culture is very influential in establishing a strong organizational identity.
Through stories, rituals, symbols, language, and other techniques you can effectively create a powerful cultural experience that employees will resonate with and drive success.