“DEFINITION” OF GOOD CULTURE
A person with a low salary (bad income), working in a good culture, they will still be able to come back after leaving.
A person with good income but left because of bad culture, will never come back because … higher salary.
Such brevity explains why Culture is important.
So what is a good culture?
Mr. Phung Le Lam Hai – Chairman, Investment Director of Equitix Investing – shared about good culture as follows:
– Cultural values come from inside the business owner (inside – out), commitment and feel able to commit to the standard of their choice.
– Leaders who have experienced enough management to feel the confusion of the gathering of many people with different views on life, communication, beliefs, ways of thinking, and decision making; how they will affect consensus and cohesion if they do not behave according to a common value system.
Leaders perceive it and don’t think it’s important enough, so will HR and management. (Which means that for them, culture is always not a priority.)
– Cultural values must be compiled to be understandable to the lowest audience in order to be able to act.
– The Code of Conduct must be interpreted specifically so that each person does not understand according to their own different definitions.
– Direct payers spend time directly training, without them, no one can replace to do this.
Even experienced directors in terms of both years of experience and academics.
That’s the fundamental difference between Founder and other members of BOD Level C.
– High commitment and involvement (level) to enforce each rule on a daily basis.
Not just stopping at conferences or year-end parties.
The people who feel what the leader says, that is, the employees, whether employees feel what the leader says will determine the way and beliefs that this organization makes decisions.
– Be persistent enough, set an example, remind to preserve or consider culture as the most important thing for a large organization.
– Really serious about choosing a person with cultural criteria right from the start.
There are some common cases currently:
Lack of people, folding people is compromising with standards, recruiting and rushing -> That means the pain and experience are not big enough to feel the different levels of importance of the culture.
If understood deeply, the number 1 important culture for a large self-run organization.
More important than your profit strategy.
Because on a large scale, you don’t make money by your own strength, but by the power of the whole team and the system.
They are not you, so you must show them how to act like you so that the organization is unified and acts most effectively.
So when do they not feel like a good culture?
According to Mr. Lam Hai’s share, that is when:
– Not recognized, praised and deservedly rewarded (salary, bonus …)
– There is no safe place to develop and dedicate (many drama, envy, delusion, comparison, old ghost bullying new ghost, self-development and self-swimming, no one to guide, helpless, victimized cause of many indications of differences in personality and body, easy to define, judge, refer to, draw conclusions…)
– Not seeing the development path or not being open to the development vision
– When making mistakes, they are severely punished and criticized
– Not developed into a manager or expert according to the roadmap
– Do not see the company’s vision being inspired in daily work
– Leaders do not give real-life examples and role models that only force employees to do
– Doesn’t tactfully recognize the work they’re doing as effective
– Do not forgive when doing wrong, causing damage to the company, or saying the catchphrase ‘I told to do but you do not listen’
Look back to see if you have created a good environment?