Let employees participate in the construction of corporate culture
1. Extensive solicitation of opinions
Any company has a culture, especially for many large and medium-sized state-owned enterprises, after so many years of ups and downs, employees always have many opinions on culture. When introducing organizational change or reengineering, the consideration of the corporate culture is often neglected, resulting in the embarrassment of "the operation was successful, but the patient died". McKinsey's defeat of Shida is the best case. Although the plan was very scientific, Shida's culture could not be integrated, and the result was a complete failure.
Many people think that corporate culture is boss culture and high-level culture. This is one-sided. Corporate culture is not just the opinion of the top, but the values and behaviors of the entire company. Only the corporate culture that everyone agrees with is valuable. corporate culture.
To get everyone's approval, you must first ask everyone's opinions. Top management should create opportunities for all employees to participate and discuss the company's culture. We might as well first create a sense of crisis from the top management, so that everyone has the needs and motivation for cultural change, then solicit opinions at all levels to gain an understanding of the dross and advantages of the original culture, and finally adopt the method of sublation to retain the essence of the original corporate culture Part of the company, and widely publicized, so that all employees know how the company's corporate culture came into being.
2. Combining with the daily work of employees After the
company has determined the new corporate culture concept, it must be imported, which is actually the process of transforming the concept into action. When importing, don’t use pressure, let everyone discuss in combination with each employee’s own specific work, first of all, it must be clear why the company should establish such a concept, and then how should each of us change our concept to make ourselves work and culture.
In the corporate culture shaping project we did for an airport ground service company, we first asked the grass-roots employees to discuss the problems at work, and then combined with the corporate culture, put forward how to improve and improve, including the work process and methods, and finally what should be done. Through such seminars, each employee can clearly know what the company's corporate culture is, why they should establish such a culture, and why they should do it themselves.
Leading by example is the most important
1. The role of corporate executives
As the architects of corporate culture, senior managers undertake the most important and direct work of corporate culture construction. Once a business executive asked the author: "What do you think is the most important thing to shape the corporate culture?" The author told him: "It is to shape yourself first as a model of corporate culture!" Some senior managers of enterprises always feel that corporate culture is to inspire and Constraining employees, in fact, should be motivated and restrained, it is precisely those who shape the corporate culture, their words and deeds play a crucial role in the formation of corporate culture. Once I coached a company to do corporate culture, their boss said that he attaches great importance to talents and hopes that the corporate philosophy can be reflected in this regard. When we were talking, we happened to arrange to interview a middle-level manager. When his secretary told him that the interviewer was coming At that time, he said nonchalantly: "Let him wait for another half an hour, I can't leave if I have something to do." A small thing is enough to show how much he attaches importance to talents. The senior leaders of enterprises are often the shapers of culture and systems, and the destroyers of ideas and systems at the same time.
2. Start from bit by bit
Many companies like to carry out some activities, training and seminars with great fanfare when shaping their corporate culture. In fact, the essence of corporate culture is more concentrated on the bits and pieces of daily management of the enterprise. As an enterprise manager, whether it is a high-level or a middle-level, you should start from your own work, first change your concept and style, start from small things, and start from your side. In Cisco, there is a widely circulated story that an employee at Cisco headquarters saw their president, Mr. Chambers, trotting over from across the street. The employee later learned that Mr. Chambers saw When the parking space at the entrance of the company was full, he parked the car across the street, but there were several important guests waiting for him, so he had to almost trot back to the company. Because at Cisco, the best parking spaces are reserved for employees, and managers, not even the global president, have privileges. Another example is GE, which has a value card that everyone must carry with them. Even the president takes out this card at any time to promote employees and explain to customers. Just think about the senior managers of many companies in our country. Do you have the philosophy and style of the presidents of these world-class companies?
Idea story, story idea, and publicity
1. Idea story
The concepts of corporate culture are mostly abstract, so business leaders need to turn these concepts into lively fables and stories and publicize them. Mengniu Group's corporate culture emphasizes competition, which is vividly reflected in the story of "lions and antelopes" on the African savannah: when they wake up in the morning, the lion's idea is to run over the slowest antelope, and the antelope's thought at this time is Running past the fastest lion, "natural selection, survival of the fittest", the laws of nature are also applicable to the survival and development of enterprises.
2. Conceptualization of stories
In the long-term construction of corporate culture, the selection and promotion of advanced characters should be based on ideas, focusing on refining advanced characters and deeds from the perspective of ideas, and publicizing and reporting characters and deeds that conform to corporate culture. In the corporate culture consulting project of a joint venture company, we helped them select advanced characters according to the requirements of corporate culture, and carried out extensive publicity within the company and related media, so that all employees know why they are advanced and what they do What is in line with the company's corporate culture, such an example sets a banner for other employees, and also makes the promotion of corporate culture concrete and vivid.
3. Communication channel construction
To be recognized by employees, the corporate philosophy must be publicized and explained in various communication channels of the company. The company's internal journals, board newspapers, publicity boards, various conferences, seminars, and local area networks should all become corporate culture propaganda. Tools, so that employees can deeply understand what the company's culture is and how to do it in line with the company's culture.
If employees can't agree with the company's culture, the company will form internal friction. Although everyone seems to be very powerful, due to the inconsistent direction, the combined force of the company's company is very small, and it is very fragile in market competition. In the long run, without a strong corporate culture, companies will not be able to form their own core competitiveness, and will not be able to remain invincible in an increasingly competitive market.
Forwarded to Baidu http://zhidao.baidu.com/question/156691897.html