A company's culture is its personality that signals to employees how to do their work through communication from leaders. It determines how members act and contribute through teamwork, problem solving, innovation and productivity. A company's culture is often at the root of problems like motivation, morale and retention. By observing how people act, one can understand if the culture is open and engaged or defensive and passive. Key areas that impact work atmosphere include leadership effectiveness, communication, staffing and workload, compensation practices, recognition, and sustaining high performance and outcomes.

1. Work Culture

2. What is work culture?
A company's culture is its personality
and tells the employees how to do their
work. It takes its signals from leaders
and underlies motivation, morale &
creativity.

3. Whatis Personality?
Personality includes:
Communication Physic
Dress
Presentation
Attitude
Behavior

4. The personality of a company
• Work culture is the distinctive personality of the organization
that determines how members act, how energetically they
contribute to teamwork, problem solving, innovation,
productivity.
• It is the culture that makes it safe (or not safe) for a person,
division or the whole company to raise issues and solve
problems, to act on new opportunities, or to move in creative
directions.
• A company's culture is often at the root of difficult people-
related problems such as motivation, morale, absenteeism,
communications, teamwork, retention & injuries.

5. Observing the culture
By observing the way people act in the work
environment, one can easily tell how the culture
is constructed
• If people are open, motivated and engaged, you know that is the
nature of the company's culture.
• If people are defensive, irresponsible, and passive, you also
understand the company's culture.

6. Key Areas to Focus for Better Work
Atmosphere.

7. Leadership Effectiveness
 Distinct leadership styles practiced
 Leaders available and approachable
 Clear vision communicated and shared
 Coach
 Work/Life Balance
 Skills/Career Development

8. Voice/Communication
 Two-way communication
 Willingness to share good and bad
news
 Employee Advisory Groups exist
 HR is perceived to be employee
advocate

9. Staffing and Workload
Quality drives staffing decisions
Resources/Technology support
caregivers
Selection based on behavioral fit
Solid focus on learning and development

10. Compensation Practices
Market competitive pay practices
Flexibility is rewarded
Understanding of total compensation
Fair and equitable rewards

11. Recognition/Service Culture
Recognition and appreciation occurs
formally and informally at all levels
Make employees feel valued
Reinforce linkages between employee
performance and organizational goals
Improve employee motivation and
satisfaction

12. High Performance
The #s PeopleCulture
Sustainable Outcomes