It's interesting to read in this article the lengths small businesses go to when developing their company culture. Some may say it's easier for them to implement culture change than larger organisations but actually the same principles apply regardless of an organisation's size or structure.
A company's culture is central to performance and needs to be well grounded in research and authentic to the company. You need staff engagement and buy-in throughout and you need to keep it alive by weaving your values throughout day-to-day working life.
It sounds simple of paper, but there are many examples of organisations who have tried to impose or rush through culture change from the top down. Be warned! Your employees will not be fooled and your recruitment messaging will jar with new starters when they realise the recruitment 'sell' doesn't match the reality on the job.
Culture change takes time, effort and resources to embed but the organisations who take it seriously reap the benefits - highly engaged employees perform better. In fact, Forbes’s insight from 2018 suggests it can have more then a 10% lift in growth versus those not as engaged.
Over six weeks, hundreds of UK SMEs submitted a fantastic array of diverse, high-quality nominations, explaining exactly how they look after their people, company and culture. After a rigorous judging process, we announced the Top 25 SME Culture Leaders of 2019. Since then, we’ve spoken to the judges to find out what impressive company cultures have in common and examined the top mistakes for SMEs to avoid when building workplace culture. Now it’s time to look at some of this year’s winners in more detail. What sort of challenges have the victorious SMEs had to overcome in order to become culture winners?