Workplace culture is the backbone of every company. It defines your organisation and allows you to create an identity that you can communicate to your employees, customers, and the general public. A rich company culture brings people together by imparting a strong sense of meaning, direction, and passion to everyone involved, and one of the most effective ways to encapsulate that culture is through the organisation’s mission statement. One of the most critical roles that leaders have is to create a workplace culture that unifies your organisation, empowers employees, and creates a sense of passion and drive within your company. In this deck, you’ll learn; The alignment between the mission statement and the actual workplace culture. The ideal craft of a good mission statement. How to incorporate the mission statement into workplace culture. The advantage of having a clear mission statement.

1. CrackingThe “Culture And Mission Statement” Code
Communicating Ideal OrganisationalValues

2. What is a Mission
Statement
A mission statement is a concise explanation of the
organisation's reason for existence. It describes the
organisation's purpose and its overall intention.
The mission statement supports the vision and serves
to communicate purpose and direction to
employees, customers, vendors and other
stakeholders.

3. Key Component Of A Mission Statement
C
Your USP
The key market
STEP A
Who is your target
audience?
To which group are you
offering goods and/or
services that would find
them beneficial?
STEP B
Outline your contribution.
This is the products and/or
services that your business
or organisation offers to
solve a problem.
STEP C
What makes your goods
and/or services unique and
why consumers should
purchase it from your business
or organisation over others
that sell similar items in your
industry.
A B
Your contribution
Read More: Understanding The Difference Between Leadership And Management

4. Who Crafts the organisation’s Mission statement?
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This is very common in large organisations. In this case, the
mission statement is developed by a group of cross functional
senior executives.
The Leadership Team
The mission statement is written by the specialists by imagining
the organisational chart, the different departments and
managers, and employees at different levels. This is referred to
as view from afar style
The HR, Consultants or Marketing Gurus
This type of mission statement is typical with small businesses,
where everyone gets to contribute to writing the mission
statement. This is often called Death by one thousand edits.
By Everyone

5. Examples Of Mission Statement From Top Brands
"Google's mission is to organize the
world's information and make it
universally accessible and useful.”
Google
"To serve consumers through online
and physical stores and focus on
selection, price, and convenience."
Amazon
“Our mission is to empower every
person and every organization on the
planet to achieve more.”
Microsoft

6. Why is Mission statement Important?
6
 To communicate to employees what the
purpose of their work is: All businesses need a
mission statement to ensure your employees
clearly understand the purpose behind what
drives their work every day.
 To unite your leadership team in a single
direction for the company: A company mission
statement is critical to effectively planning your
business strategies, making product decisions.
 To use in your company branding, especially
when recruiting new employees: A company’s
mission statement can become the bedrock of
all marketing and advertising, which grabs the
attention of candidates and customers alike.

7. So, a practical mission statement serves
both as an internal and external
communication instrument, and it should
be designed to inform clients and
investors.
But also, it should focus and motivate employees and
leadership. It should actively inform the way people treat
one another within the organisation and set a standard
for the quality of work-life. This in turn has an effect on
the workplace culture.

8. What is Workplace
Culture?
Organisation culture is the character and personality of your organisation.
It's the environment you create for your employees and the sum of your
organisations' traditions, interactions, attitudes, values and behaviours.
Culture is the single most important ingredient in any company’s success.
A healthy workplace culture aligns the company policies and employee behaviours
with the company's goals while focusing on the well-being of individuals.
A positive workplace culture is so important Because it attracts talent. It drives
engagement and retention. It impacts happiness and satisfaction, and it definitely
impacts performance.
Read More: Driving The Culture Of Learning In A Youthful Workforce

9. TYPES OF
WORKPLACE
CULTURE

10. Collectivism Culture
Individualism Culture
Individualism Versus Collectivism Culture
An individualist workplace culture, also
known as organizational individualism,
emphasizes the contributions and unique
qualities of the individual.
In such a culture, employees earn
recognition for their personalities,
qualifications, competencies and specific
contributions.
Employees in an individualist workplace
culture may feel that they have the liberty to
inject their personal qualities into their
work.
Vs
A collectivist workplace culture emphasizes the
needs and accomplishments of the group
rather than of its individual members. The
primary focus in such a culture is the greater
good of the organisation, or at least that of the
team.
A workforce with a collectivist mentality is more
likely to attribute their successes and fortunes
to the efforts of a group, even if particular
members were mainly responsible for the
outcome.

11. Low Power Distance
High Power Distance
High Power Distance Verses Low Power Distance
The high power distance cultures is one
that focuses on not addressing your
superior by their first name or even to
contact them directly.
You would usually speak and negotiate
with people on the same level as yourself
and report back one level above you so that
your managers can take the discussions
further. Titles, job names and seniority (both
age and within the company) are important.
A high power distance culture encourages
bureaucracy and support rank and authority.
Vs
In a low power distance culture, you can expect
that people will be more informal in
communicating with each other, the titles
wouldn’t be as important, you are likely to be
fine addressing people by their first names,
even if they are far more senior than you.
It’s also more common to be able to ‘skip the
hierarchy level’ and ask for things directly from
people two or three levels above you in the
organisation.

12. Immediate Orientation
Future Orientation
Future Orientation Vs Immediate Orientation Culture
In the future orientation culture, emphasis is
typically stronger on planning for the future,
anticipating future consequences.
Avoiding impulsive actions and behaviors. Vs
In the immediate orientation culture, People are
encouraged to take chances and try new things.
There’s an acceptance of being impulsive
because it’s seen as being necessary for the
freedom to express creativity.

13. Relationhsip-oriented Culture
Task-oriented culture
Task-oriented Culture Vs Relationship-oriented Culture
Task-orientated culture is a business culture
in which the business focuses on tasks that
need to be performed in order to meet
certain goals, or to achieve a certain
performance standard.
This culture is dedicated to finishing task as
a way to show respect, professionalism, and
willingness to be a part of the team.
The emphasis is all about getting work done
and being productive, and socialising at
work is kept to a minimum so that people
stay on task.
Vs
A relationship-oriented culture is defined by
the fact that it understands customers. As the
culture grows, relationships, cooperation and
communications improve as well.
The supply chain becomes more effective,
modernised and alert to rapidly changing
markets, technology, and customer needs.
So, externally, what this might look like is that
with clients and customers, you do a lot of
socialising to build rapport and trust first, and
business comes after. Closing the deal isn’t the
first priority, but establishing relationships that
will last more or less over time.

14. Importance of a Workplace Culture
01
02
03
04
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When employees are happy and satisfied with their job,
they work harder. Even though organisational culture can
slowly become less obvious to employees, it’s still
ingrained in their daily work efforts.
It Increases Productivity
Companies with strong organizational cultures tend to
have smoother onboarding experiences. This is because
there are repeatable systems in place to ensure new
employees have access to the resources they need. .
Smoother Onboarding
A company's organisational culture represents its
public image and reputation, and tend to attract
more business and job candidates with similar values
who support their mission.
Increase Brand Identity
A well defined culture motivates and
inspires employees to be more
engaged in their work duties and
interactions with others
It Increases Employee
engagement
A strong company culture attracts
better talent and, more importantly,
retains that talent.
Increases Employee
retention

15. Implementing a set of values that are easy to understand helps
employees grasp what the business actually stands for. It tells
them what to be passionate about in order to progress within the
organization, guiding them through their daily role and
encouraging them to act in a specific manner. This helps
employees make the right professional decisions, ones that align
with the brand’s mission statement.
How then do you integrate the mission statement into your
culture?
How to Integrate Culture and
Mission Statement
Read More: How To Build A Learning And Development Culture In Your Company

16. 1. Encourage
transparency
Trust is an essential part of any relationship,
and between an employer and employee is
no different. The actions of the
organisation are interpreted by those
within it, creating a workplace climate that
could be positive or negative.
When a business is transparent, it shows
workers that you value their opinion and
aren’t hiding anything significant. This
honesty increases confidence in the
organisation’s direction, a connection to
the leadership team, and high employee
engagement.
Providing meaningful insights around the
business progression shows the employees
that their hard work is appreciated.

17. 2. Encourage
Resilience
Change is constant. Businesses have
upward trends, and they have downturns.
Building a culture of confidence within the
workforce is essential, particularly when it
is backed up by resilience.
Nobody knows what the future holds, but
when employees are comfortable within
an organisation, they are less likely to
panic and jump ship in a period of
unforeseen difficulty.
Strong internal communications
encourage employees to push
boundaries, trust in the company’s vision,
and builds up a better connection with
the workforce.
Read More: How To Build Leadership Skills In Your Employees

18. 3. Be passionate
with clear direction
One of the most indispensable qualities for
the workforce is passion; it creates an
atmosphere of commitment and ambition.
Employees that take pride in their daily
roles take the time to understand the
business goals. It encourages teamwork
and collaboration with colleagues.
A passionate workforce will make it much
easier to explain any upcoming business
decisions or changes.
A strong internal communication strategy is
the first step to cultivating a passionate
culture.

19. 4. Develop a
smooth
onboarding
process
Onboarding is the first introduction that
new starters get to the company and its
values. Whether trained in-person or
remotely, it is a chance for the business to
shout about what really matters to them.
It provides an opportunity for the new
hire to be immersed in the culture, the
new role, and with their team.
Once onboarding has ended, the
introduction to culture doesn’t end there.
The new hire needs to start practicing
what they have learned and may need
further support in their daily role.
Read More: How Hiring and Onboarding Impacts Employee Engagement & the Bottom Line

20. 5. Make the
mission easy to
understand
Try to avoid jargon and buzzwords when
creating company mission statement. These
often don’t express the organisation’s
personality or tone of voice in the correct
manner.
Evaluate the business’s core beliefs and
drive them through the workforce to
maintain the same ethos and passion.
Communicate the mission and values
internally, and make sure they are reflected
in the everyday happenings of the
organisation.

21. Culture defines a work environment, and without values, businesses
struggle to understand where their ethos lies.
Whatever the approach to building, embedding and monitoring
culture, it is vital to ensure that the values and expectations are
consistently applied throughout the organisation. Failure to do so
may expose the organisation to risk, potentially resulting in
significant reputational damage.
Therefore, managers and leadership are encouraged to pay rapt
attention to being able to be very clear and specific about what the
culture of your organisation is, so that you can do a better job in the
hiring process.
In Conclusion

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