{"id":151400,"date":"2022-10-05T09:26:10","date_gmt":"2022-10-05T08:26:10","guid":{"rendered":"https:\/\/startups.co.uk\/?p=151400"},"modified":"2024-02-28T09:26:10","modified_gmt":"2024-02-28T09:26:10","slug":"organisational-culture","status":"publish","type":"post","link":"https:\/\/startups.co.uk\/strategy\/organisational-culture\/","title":{"rendered":"Organisational Culture: defining and developing your own"},"content":{"rendered":"

[vc_row][vc_column][vc_column_text]Developing an attractive and inclusive company culture is particularly important for small businesses today. In the past, increasing wages would have helped to alleviate the issue. But, in the current economy, many SMEs are simply unable to afford salary rises, and offering an attractive, authentic workplace culture can be a vital employee benefit<\/strong><\/a>.<\/p>\n

Post-COVID, job seekers have been handed the recruitment reins, with industries such as hospitality seeing a mass exodus of staff, leading to labour shortages and headaches for recruiting managers. Instead, having a well-defined work culture has become one of the best ways to distinguish yourself from competitors and improve employee engagement<\/a>. It’s also a win-win situation for SMEs. Employees are far more likely to thrive within a supportive, conflict-free work culture, with effective leadership delegation<\/a> leading to new ideas and greater business success.<\/p>\n

In the below article, we’ll go through how to cultivate your own unique organisational culture, including what to avoid and the benefits that can result.[\/vc_column_text]<\/p>

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