Culture is one of those terms, that sits firmly in the grey area. It' difficult to define, and more often than not people have differing opinions on what a great culture looks like.

However, during a meeting with a prospective client earlier this week the conversation moved onto the struggles that they have with implementing a consistent culture - with some staff members being out the door at 5pm and others committed to doing whatever it takes.

It got me thinking about how exactly do you implement a great culture - does it have to be implemented at the start? or can a culture change over time?

Like stated in the Forbes article, a positive culture provides some fantastic tangible benefits such as employee performance, morale and loyalty all contribute to long term success.

The article also mentions a great culture giving organisations a competitive advantage when recruiting top talent, I certainly agree!

However, the other side of that coin is that recruitment can also ruin a culture. The English dictionary defines culture as

"the way of life, especially the general customs and beliefs, of a particular group of people at a particular time". 

Although culture is typically defined and set from the top, the reality is that it must be lived and breathed by the employees.

This makes recruiting talent that displays matching values critical in creating and maintaining a great culture. Here at Collingwood we help our clients create great culture, and then grow that culture by adding fantastic people that align well to it.

For advice on how to assess a candidates cultural fit, please see a previous blog below

The good news is that changing culture is possible. First the culture must be clear. Secondly, acquiring talent in line with that culture is critical.