Organizational Culture: Google

Organizational Culture: Google

We’ve seen and heard articles from places like Fortune Magazine, Harvard Business Review and Forbes about the best places to work.  In many of these articles, there’s a high focus on organizational culture and how that leads to success.  And there’s definitely evidence in that, as illustrated in a study by PricewaterhouseCoopers (PwC), which strongly focused on Millennials and their need for purposeful work.

Now, who wouldn’t want to be one of those Fortune 100 companies?  So, what do we do?  We examine what makes these organization successful and we try to implement them into our own organization.  We look at things like the kind of benefits they offer their employees.  We research ways these companies get their employees involved.  We try to mirror our culture after cultures like Google because these companies set a standard of what success look like.

But let’s face it, we all can’t be a Google.  Aside from having the financial means to provide all the accommodations Google does, culture isn’t something that can be taken and simply applied to an organization.  For example, let’s take a look at our values here at The Utech Group.  Our values are:

While these are the values that make us successful, it doesn’t mean another consulting group will be successful simply by taking these same values and incorporating them.  Why?  Because culture is something that is built and developed by individuals within the organization.  Just because you take on someone else’s values doesn’t mean you will live them out the same way.  It doesn’t mean you will have the same culture.  It doesn’t mean success.

Success Starts with You

It’s time to stop focusing so much on how much better other organizations are than us.  Yes, there is always room for improvement. There will always be someone more innovative than us.  Always someone who is more technically advanced than us.  But if we spend this much time focusing how much better others are, when do we take the time to lead and discover innovations that no one else has accomplished yet?

In many cases, we don’t.  We don’t take the time because “time is money”, and we spend our time doing instead of creating what’s next.  We want immediate gratification for our work.  We want actions that will lead to immediate results.  But the reality is, success takes time.  It is something that needs to be planted and nurtured, in order to flourish. 

Everyone has to start somewhere, regardless if you’re Nike, Calvin Klein, Facebook or Amazon.  But the one thing your organization will always carry with it is the culture.  Your culture is the composition of values, vision and how you live out the mission of your organization.  These are your seeds and they are the things that are going to make you successful, so it’s not something you should rush.

Values

What do you believe?  Values and beliefs usually stem from the leader or leadership team. Values set the standard and expectations that people will be held to. 

Vision

What do you want to achieve?  Vision sets the direction of the organization.  Now, this doesn’t have to be something grand, but it needs to resonate with people.  Whatever it is, your values should support your vision.   

Living out Values

Culture is affected by every person who interacts with your company.  Because of this, living out your values is arguably the most important aspect of creating a culture.  It brings consistency to your organization, which can increase buy-in, reduce turnover rates and attract talent.

At the end of the day, success meaning investing in your organization.  This doesn’t mean spending money to provide 50 flavors of coffee for your staff, but rather taking the time to lay out a solid foundation to build upon.  And through this dedication, you have an even greater potential to become an organization that rises above the rest.

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