Organizational culture – we all talk about it, but what is it? Why is it important? And how can nonprofit leadership support a healthy organizational culture that fosters inclusion?
Culture refers to the shared values, beliefs, behaviors, and customs that characterize an organization. It is the set of unwritten rules and norms that guide the behavior of individuals within the organization and shape the organization’s identity.
Many folks think organizational culture stops at dress code and work environment, but it is so much more.
Organizational culture can be observed in the way people interact with each other, in its decision-making processes, and even in the organization’s symbols and rituals. It can be influenced by a variety of factors, such as the organization’s history, leadership style, and the personalities of its members.
But culture is also a reflection of an organization’s dedication to inclusion and equity, and whether or not the organization develops an equitable and inclusive work environment where all voices are heard and respected, regardless of tenure or background. Do your employees feel valued for their opinions? Do they speak up? If not, why? Are you providing a space where everyone feels like they have the ability to voice their concerns and thoughts without fear of retribution by leadership?
How are your decisions being made? Do you gather leadership behind closed doors to make organizational decisions, or do you incorporate the thoughts and feedback of all staff? Are you communicating decisions clearly and respectfully?
A positive organizational culture can have numerous benefits, including increased employee engagement and better performance, but most importantly of all, a positive work culture promotes the health and well-being of its employees. On the other hand, a negative organizational culture, such as one that is overly bureaucratic, inequitable, toxic, exclusive, or unethical, can lead to low morale, high employee turnover, and even legal and reputational issues. In other words, culture is integral. It cannot be ignored.
It’s so important, that according to the Society of Human Resource Management, nine out of ten employees who feel their culture is poor have thought about resigning. Culture causes turnover, and turnover impedes impact.
At Access Impact, our framework for developing a positive organizational culture is the “FEED IT” framework. Read more about the framework and organizational culture in our FREE culture workbook HERE.