An often overlooked aspect of maintaining a successful and efficient organization is work culture. Company culture goes beyond what can be perceived externally, such as: accolades, dress codes, and even PR; but rather it shows in the everyday routines and behaviors of individual employees in the workplace and in how they relate to their fellow peers, as well as management.
Oftentimes company culture is boiled down to simply, “how things work around here”, but in order for an organization to pull together its core values and general mission statement, there must be room for an evolving company culture. For this to occur, management and leadership must take up the flag post by modelling new behaviors and maintaining new protocols to show employees that such changes will also be to their benefit. CoAmana often employs new procedures, particularly within our operations department; and the change very much starts from the top down.
As HR we serve as the go-between between employees and executives. We guide leadership with the understanding of how their decisions will affect staff engagement and satisfaction. In the reverse, HR can also influence leadership by pushing forth rules and protocols that encourage new behaviors among staff, which in turn influences the decisions of management and the executive level.
To this effect, HR strives to ensure that we are consistently opening communication channels with employees as well as actively listening to their concerns, providing clear and actionable feedback, and maintaining consistency in protocol and internal management so that nobody ever feels dismissed or unengaged within the CoAmana Ecosystem.
A poor company culture shows when employees do not have a unified vision for the company, are not having their concerns and opinions heard by management and leadership, and there is a distinct focus on external factors and not the internal resources and amenities that are available to staff.
Rather we want an environment that’s inclusive, allows for career growth, and is flexible. We understand that everybody has a life and responsibilities outside of their job that also requires time and dedication. At Coamana we have dedicated ourselves to reducing staff turnover, as well as promoting in-house. It is imperative that our employees know that we have their best interests at heart.
Rome was not built in a day; and as such, we will continue to grow and evolve as an organization, both internally and externally. However, with open communication and trust in our peers and leadership, we trust that CoAmana will maintain the type of work environment to bring out the best in each other.