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Company culture in 2022 and beyond: How to fully prepare for the new normal of working, and how Natural HR can help

Company culture is the character and personality of your business. For many, it’s what makes your business your business and is the collective output of your company values, traditions, beliefs, interactions, behaviours and attitudes.

Ultimately, with or without COVID-19 being at the forefront of change in the industry, companies, specifically HR and people teams, must ensure their culture reflects today’s working world. Otherwise, they risk bleeding talent or facing increased turnover as side effects.

For those reasons, it’s never been more important for employees and employers to ensure that the company culture reflects the best industry practices.

This blog will provide insight into what company culture will look like in 2022 and beyond and will explore what initiatives you can combine with your HR platform to approach and adapt to the new working world successfully.

Best HR practices for managing company culture in 2022

With your HR system being at the core of your day-to-day operations within your business, how you use your system in 2022 to manage your company culture will be essential in how successful you are in adapting.

Read on for practical tips on the best methods for managing your company culture in 2022.

Ensure that your company values are at the core of everything that you do as HR: 

Your company values will be the guiding principles of what you do as a company. Regardless of the department your people operate in, you will all use these as driving factors in what you do as a business and how you do it.

But now, in a world of hybrid working, it’s more critical than ever not to forget these, because right now, it’s the perfect time to be reinforcing them, to make sure that all your staff are working on the same level and that you are creating a positive work environment.

With an HR platform, such as Natural HR, some simple steps to take include:

Make sure your company values are built into your onboarding process: 

A great HR platform will allow you to integrate your company values into every stage of an employee’s onboarding. From the interview stage to the initial onboarding meeting with their line managers, and incorporating it into performance reviews so that it can be a common discussion point.

With your recruitment module, you can make sure that your values are stated, whilst with any onboarding material, you can make sure that it’s included.

With Natural HR, you can incorporate a document library into your HR system, allowing you to share documents with staff, such as ones exploring your company values.

Ensure you increase the amount of internal employee communication:

Use your platform’s integrated social features, such as an integrated social notice board or integration with popular third-party apps like Slack and Microsoft Outlook to make sure you’re constantly engaging your team. Then, with any communication that you produce, make sure you include your company values as a core part of that message.

With a company-wide announcement stream, you can ensure that your team is always kept up to date with the latest company news.

Don’t forget to recognise the value that your employees bring to your business:

With the ability to support employee recognition, your HR platform will allow staff to recognise and acknowledge those who have excelled in their work, showcasing your company values by providing ‘kudos’ to those staff through features like ‘shout outs.’

With Natural HR, you can empower your staff to recognise other staff members with the easy-to-use social recognition feature.

Whilst external communications are essential, never forget the importance of internal communications:

With most offices now employing some form of hybrid working, communication between all staff is quickly becoming a roadblock for many organisations. In real terms, this impacts your organisational culture because it’s easy for things to get overlooked, missed or outright ignored.

Establishing clear communication channels and protocols on how they should be used between employees and employers will ensure that everyone is on a level playing field when it comes to messages, as well as ensuring that content is received. Thus, your company’s culture is maintained.

With an HR platform, such as Natural HR, some simple steps to take include:

Make sure you are best leveraging your company assets within your business:

Within your HR system, you can use the integrated asset management module to equip employees with the hardware (phones, laptops and desktops) and software (Slack, Office, and others) to make sure they can have real-time communication and messages with their team allowing your company culture to flow no matter how far away the entire team is.

Thanks to an all-in-one system that gives you access to every piece of information you could need, monitoring assets and ensuring your staff with Natural HR is easier than ever. 

Conduct internal surveys to gather data on everything from employee mood to what staff want for social events:

With the ability to create internal surveys, you’re able to allow employees to share their views, both good and bad, about your company’s culture in a way that you can act on, as you can then leverage the data you get to improve your company culture.

To better empower your HR departments, Natural HR gives you access to practical yet, easy-to-understand data to empower you to improve your workplace culture.

Don’t forget to share news and updates with everyone within your business constantly:

Don’t forget to share your business’ goals, achievements, and celebrations (birthdays and work anniversaries) with your entire company. Whether your staff are home or office-based, this will allow you to bring groups closer together and enable departments that may not normally mix to be included in the conversation.

With over 30 integrations with Natural HR, you can integrate your communications, recruitment, payroll – and more – into your HR system, making it easier than ever to support your teams.

Don’t forget that your company culture doesn’t stop when work does, and you need to include social events:

Remote working employees are often working from a home office, kitchen table, or even a shed and will likely be missing out on the social interaction with their team beyond the standard ‘Zoom’ meetings.

What is often referred to as ‘watercooler’ chat or interaction over lunch or meetings in-person can mean people are missing out on the relationships that in-person office collaboration can bring.

With your HR platform, you could implement a few of these ideas to build a better workplace culture among your employees:

Use your integrations to develop non-work chats: We’ve mentioned it before, but an excellent HR platform will allow you to integrate with apps that allow employees to bond over non-work-related topics such as hobbies, TV or fitness. For example, non-work-related chat on Slack or social event invites via Gmail or Outlook integration.

Don’t forget social events: Take time to organise social events (that remote workers can get involved in) that can allow your team to bond and spend time together. Best of all, with many restrictions now lifted, you can begin to plan hybrid events that will be suitable for all of your workers, wherever there are based, such as Christmas parties, Zoom quizzes or even informal chats.

You can use your HR platform to send surveys to discover the type of events your staff would like to have while using third-party integrations to send invites and share the memories.

 Make sure you remember significant events: From birthdays to work anniversaries, you can use integrated social calendars to help you remember and celebrate the events that will bring your team together.

Your top office culture questions answered

Company culture has always been important – both for employees and employers. In terms of workplace culture, here are answers to some of the most commonly asked questions.

Question 1: What are cultural differences in the workplace?  

Answer: Cultural differences in the workplace result from practices, values, traditions, or beliefs of employees based on race, age, ethnicity, religion, or gender that may differ from another member of staff’s own cultural beliefs or opinions. 

Question 2: How can you promote cultural sensitivity in the workplace?

Answer: Simply put, the best way to provide this training is by implementing it into any L&D (Learning and Development) strategy you have within your workplace. Within this training, it’s essential to focus on providing knowledge and training to all employees about what cultural sensitivity is and why it’s essential.

Question 3: How can you create a safety culture in the workplace?

Answer: Creating a safety culture should be ingrained into your workplace from the very beginning. By definition, safety culture is built on giving training and tools to recognise good and bad safety practices. Ultimately, creating a safety culture is about creating an environment where employees can develop and be trained on the best practices to keep themselves and others safe in the workplace.