Unpacking Real Culture: What it Means and Why it Matters

Unpacking Real Culture: What it Means and Why it Matters

Real culture is a term that has been buzzing around in the business world in recent times. Organizations and leaders are becoming increasingly aware of the importance of creating a real culture that fosters loyalty, engagement, and high-performance. However, what is real culture, and why does it matter?

What is Real Culture?

Real culture, as the name suggests, is the genuine and authentic culture that exists within an organization. It is rooted in the values, beliefs, attitudes, and behaviors of the people who make up the organization. Unlike the surface-level culture, which is characterized by formal structures and policies, real culture is the unspoken and unwritten way things are done within an organization. It is the invisible glue that binds employees together and shapes their experiences, attitudes, and behaviors.

Why Does Real Culture Matter?

Real culture is essential for a range of reasons. Firstly, it is crucial for employee engagement and retention. When employees feel connected to the organization and its values, they are more likely to stay and perform at a high level. High engagement also leads to higher productivity, better customer service, and increased innovation, all of which are critical for organizational success.

Real culture is also central to the establishment of a strong employer brand. An organization with a positive, authentic culture will be viewed positively by potential candidates, making it easier to attract top talent. Furthermore, a strong employer brand is vital for recruiting and retaining the best employees.

Creating Real Culture: Best Practices

Creating real culture is no easy feat. It requires leadership and commitment at all levels of the organization. Some best practices for creating a real cultural include:

1. Leading by Example

Leaders should model the values and behaviors that they want to see in their employees. This means practicing what they preach, being authentic, and living out the organization’s values in their behavior and decision-making.

2. Encouraging Employee Involvement and Feedback

Employees should be involved in the creation and shaping of the real culture. Leaders should encourage feedback, listen to employee input, and involve them in strategic decision-making processes.

3. Communicating Clearly and Consistently

Effective communication is essential for creating a real culture. Leaders should communicate the organization’s values, vision, and goals clearly and consistently, both verbally and through their actions.

Real Culture in Action: The Patagonia Example

Patagonia, the outdoor clothing and gear company, is a prime example of a company that has successfully created a real culture. The company values sustainability, environmentalism, and employee well-being. These values are reflected in their products and practices, such as using recycled materials and offering employees paid time off to engage in environmental activism.

This real culture has led to high employee engagement, retention, and loyalty. It has also helped the company establish a strong employer brand and reputation for being a responsible and socially conscious organization.

Conclusion

Real culture is the authentic and genuine way things are done within an organization. It is essential for employee engagement and retention, establishing a strong employer brand, and driving organizational success. Creating a real culture requires leadership, commitment, and involvement at all levels of the organization. By following best practices and looking to examples like Patagonia, organizations can create a positive and authentic real culture that benefits everyone involved.