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 Once
you have an idea of your current corporate culture the next
step is to determine an action plan for improvements, there may have
been some
areas that have arose through your research like:
-
Are the
performance expectations unreasonable?
-
Is it
difficult to ask questions or raise concerns?
-
Is bad
conduct rewarded or tolerated?
-
Is there
alignment between performance and rewards?
-
Are long term goals
considered?
-
Do the employees
understand the needs of customers?
-
Are your
employees producing
quality products?
-
Are the
employees
proud of the organization?
Perception
From Below
Senior leadership, including the CEO,
should view the results from below. The tone at the top is important,
as it cascades throughout the organization. Some CEOs believe that
it is necessary to say the right thing. You need to ask, “What is
really being heard?”
Ethics may be given lip service, but in return the pay and incentive systems, executive
compensation and perks, recent promotions, and pressure to meet
quarterly targets, all underscore the “win at any cost” culture.
Your hiring practices and other HR functions can have a critical
impact on corporate culture such as, developing a recruiting
and selection system to screen new hires that will share the same
values and promote the culture you are trying to sustain.
Ultimately the goal of your culture assessment should be to create
and maintain a corporate culture that enhances the
effectiveness of your compliance and ethics program. It should work toward building a corporate culture that is easily understood
by all. It should align with your business priorities so that it
enhances success while at the same time ensuring that business
objectives are reached in a manner that is alignment with your
values.
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