The Culture Audit: Building the Successful Company Culture
training. "Last year itself we sent 50 people abroad for training" said Ms Ishani when commenting upon the foreign training facilities provided by NDB.
The rather immaculate and sophisticated training procedure that is quite native and unique to NDB is definitely worth a mention. NDB possesses its very own selfsufficient training center, equipped with spacious auditoriums which are capable of accommodating sitdown, multi-lingual training programmes for 75 people at a go. It is also comprised of its very own offside business center where case study analysis and business discussions take place, interviewing rooms, its very own dining area and equipments which are definitely capable of raising a few eyebrows in appreciation. But then again, these state of the art facilities are worth a separate article altogether which will soon see the light under this very column.
According to Ms Ishani, a positive attitude, a willingness to learn and continuous development are qualities that will guarantee an employee a prestigious position at NDB. "If a 50year old employee would say that I still have things to learn, then that employee would be valuable to NDB" said Ms Ishani commenting upon how the willingness of an individual to learn and grow will very much be instrumental in getting to the very pinnacle of success at any walk of life.
NDB is quite particular about the core values of an individual as Ms Ishani thoroughly believes that it is purely one's mindset that determines a person's actions and reactions. "You can give them technical skills, but you cannot give them core values" said she, also continuing to say that the inherent qualities and values that one grows up with are the very factors which determine the kind of life a person will lead. It is often assumed that if one cares for his family, he will also care for the company that he works in, and therefore, he will give his best to everyone around him, thereby instilling joy wherever he steps foot in.
Being recruited at NDB is a privilege of the highest kind indeed. Because of NDB'S penchant for running it as a small, family-run business, the number of engagement activities that are conducted within the organization are very high. In doing so, NDB strives to involve not only the employees, but also their families with the institution, thereby instilling in them, the importance of the role that the employee plays in this particular company. Apart from the regular functions such as health weeks, events and celebrations, NDB also conducts various kinds of camps for children that concentrate upon enhancing various skills that one may need in life such as computer skills, English learning skills, leadership skills and etc, thereby expanding the benevolence of NDB towards not only its employees, but also the youngest members of the employees' families as well.
Extending a hand towards a row of photographs of beaming chil-
A company's culture can help ensure the success of its business objectives. However, company culture is about more than having free Coca Cola in the fridge and allowing employees to take their dogs to the office. Culture is how employees describe where they work, understand the business, and see themselves as part of the organization. Building a strong company culture will not itself guarantee business success, but culture is a key determinant in attracting talent--and it is that talent that carry a company forward.
A "culture audit" can help assess the culture that currently exists in a company. It also offers insights into the means to strengthen it. This process is more commonly referred to as an "employee survey," - it helps companies learn what raison d'être keeps employees at the company.
An effective corporate culture audit describes the overall working environment, identifies the unwritten "norms" and rules governing employee interactions and workplace practices, determines possible barriers to effective work practices and communication, and makes recommendations for addressing identified problems. Not only will it help retain top performers, it provides a blueprint of what attributes to look for in applicants.
Sample questions might be: Are you being compensated fairly? Are your benefits comparable to those of the company's competitors? Does the company value your work? Are you getting the training you need? Does open communication exist in the company? Do you feel challenged? Do your values match those of the company? You might notice that a culture audit asks questions typically asked during an exit interview! Why wait to ask these important questions after the company has already lost its investment in an employee. Audits uncover potential friction points as well as sources of synergy, and generate possibilities for internal process improvements within the organization. By uncovering trouble spots in advance, the audit encourages fun and creative ways for improving the alreadyexisting culture.
Such creativity can be as boundless. Growth oriented companies are notorious for coming up with notably unusual ways to improve the work environment-offsite retreats, impromptu recognition programmes, and the creative use of office space are all examples of how companies implement creative ideas to build their culture. These are just a few of the ideas often generated from the insights gleaned in a culture audit.
Trinet.com