In 2021, organizational culture plays a vital role in the success of a company. But the health and success of an organization involve its customers and employees. It has become clear that modern-day culture needs to be more diverse. Companies need to consider the issues of customers, staff and think about more than just market image.

Today, it takes a heightened sense of realization and recognition to build a healthy organizational culture. In fact, a progressive company culture serves as a great starting point to win over millennials and Gen Z. After all, different situations demand different resolutions.

There is a reason almost 90% of potential employees prefer to work in progressive and healthy organizational culture. It is no wonder most job seekers believe that broadminded and open company culture is key to achieve success. Whether it’s a customer or an employee, the cultural and subculture dynamics of an organization have to be uniform and unique for everyone.

What Makes Up a Progressive Company Culture?

In a competitive corporate landscape, company culture is made up of more than just top-notch productivity. Healthy and progressive company culture is more self-aware, respects values, and has the ability to adapt to different situations.

Organizations can no longer base decisions on assumptions that can hurt customers, suppliers, or employees. Understanding the human nature of your customers and employees is an integral part of a broadminded organizational culture.

How people interact and the company manages those interactions can make all the difference. It means organizations need to define their environment and what it represents. Organizations also have to be responsive towards customers’ and employees’ emotions.

Appropriate emotional management influences people to be more expressive rather than suppress basic thoughts. Despite the nature of business, the last thing an organization needs is to run its operation with extreme exploitative tactics without concern or regard for its employees.

Values that Shape Up the Company Culture

In 2021, there is no defined domain that organizational leaders have to follow to maintain the company culture. Instead, organization leaders try to understand the unique culture and cultivate personalized choices.

Whether it’s manufacturing, healthcare, or finance, organizational leaders find the common cultural core that can transform the company for good. Some leaders make their organizational culture team-oriented and allow everyone to express concerns.

As a result, it creates a relaxed and competitive organizational culture. You can characterize the values of an organization with the core emphasis on people orientation, attention to detail, team orientation, innovation, outcome orientation, aggressiveness, and stability. 

Building Robust and Progressive Organization Culture in 2021

But in the quest to make the company more product can compromise the image of the company in the public. Of course, efficient operations drive the growth of every organization. But the trick is to sustain growth without compromising the mental or physical wellbeing of employees.

Since there is no generally defined or accepted organizational culture, management has to exercise leadership behavior and form various communication styles. In 2021, the company culture that has surprising elements for its customers and employees has more chances to thrive.

The hallmark standard of progressive and healthy organization culture cuts out aggressive HR behavior and creates a research-driven, ethical, and tech-centric culture. It’s the best way to identify issues and communicate cultural inconsistencies of the company.

Perks of Building a Healthy Organizational Culture

In a data-driven and digital world, more companies want to create an attractive organizational culture that caters to the needs of the young generation. Besides, building a robust organization allow recruiters to retain the best talent.

Building a balanced and positive company culture is a winning corporate strategy that boosts employee engagement, performance, and productivity altogether. Ordinarily, organizational culture is associated with flexible policies like laidback dress codes and reduced work hours. 

In time, these internal perks become the byproducts of an organization’s culture. Another perk of building a healthy organizational culture is that it increases communication and transparency. This approach makes it easier for organizations to set expectations that won’t get receive criticism from the employees.

Healthy and progressive company culture has fewer disagreements and misunderstandings. It creates an environment where everyone works in tandem to achieve common company goals. Furthermore, companies that build and maintain a progressive corporate culture have a high degree of communication and cooperation. When there’s more trust between management and the employees, there is bound to be more respect. This decreases the turnover rate of employees and leads to more financial and operational stability over time.

Urgency Matters

The degree of immediacy is integral to build and maintain a progressive organizational culture. In fact, it allows organizations to be more innovative and make informed decisions. But it is vital not to confuse immediacy with hasty decisions. In this case, immediacy is all about how fast an organization responds to the concerns of employees and customers. 

And an organizational culture with a sense of immediacy can focus on tasks at a realistic pace. It means organizations create an environment where the quality of work is valued over efficiency. It’s a management style that allows organizations to be more supportive and methodical towards their employees.

The Balance between Task Orientation and People Orientation

Usually, organizations tend to be dominant to projects and people. But the company the values people and task orientation in the same lens can make better decisions. In fact, this approach allows companies to raise their productivity and performance standards.

Task orientation is important but it doesn’t have to be at the expense of lackluster quality. Many organizations choose their talks and people orientations at the start of the year. The idea is to fit people and task orientation with industry and market needs to make operational processes more efficient.

More Company Subcultures

In competitive corporate culture, more diversity doesn’t mean more complexity. In fact, companies should be open and supportive to combination subcultures. It also makes it easier for the company to spot the most dominant culture. In each subculture, individuals or groups have their own traditions and rituals. Organizations can strengthen the ties between these groups or individuals to resolve common internal issues and create more honor cultural values.

Progressive and Healthy Organization Culture: Don’t Forget the Big Picture

In hindsight, building a healthy and progressive organizational culture has become crucial to define external and internal identity. A balanced approach towards work and life appeals most to employees. But most importantly, organizations have to spend more time to interact with team members across different departments.

Companies that understand the expectations and needs of employees, partners, customers, suppliers, and other stakeholders have more chances to sustain growth. Market perception is also important and media management can impact “how” a company represents itself. 

Since values can be incalculable, organizational culture should revolve around all aspects of the company. At its core, modern-day organizational culture boils down to upholding the core values of the company. It’s about increasing the workflow and ensuring employees enjoy the best work experience in a positive environment. 

Final Thoughts

Building a healthy and progressive company culture can be straightforward or challenging.  It all depends on whether or not organizational culture values the input of its employees and customers. In most cases, developing a modern company culture comes down to recognition, communication, and action. And the approach to these three elements has to be objective and without bias or prejudice. 

Oftentimes, it just takes consistent communication with the staff to create a progressive culture. With the right leadership and management control, organizations can ensure all customers and team members feel free to raise their voices.


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