Company culture is a relevant topic for any industry. However, statistics show that workplace culture is particularly impactful in the digital space. Respondents to a McKinsey&Company survey reported “cultural and behavioral challenges” as the most significant challenge to meeting their digital priorities.

Expert Advice

Statistics like the one mentioned previously have caused many corporate leaders to reconsider their methods. Time recently released an article written by Arianna Huffington, founder of The Huffington Post, on this subject. In this article, Huffington details several ways in which companies can actually improve their culture. She suggests:

• Overworking is Overrated: Americans have long held the belief that the more time you spend working, the better. Unfortunately, this constant state of maximum exertion quickly leads to burnout of even the best employees. The truth is, we are all human and we all need a break once in a while. By giving your employees time to recuperate, you support a more sustainable business model, which keeps quality employees around longer.
• Hold Everyone Accountable: It has become the norm to let those with extraordinary talent run the show. As Huffington puts it, these “brilliant jerks” may be causing more harm than good to your company, even if they do bring in a profit. She explains that once others see that this kind of awful behavior is tolerated, there isn’t much to keep them from behaving that way themselves.
• Authenticity Above All Else: Consumers today, particularly millennials, are interested in companies that are concerned with more than just the bottom line. Social responsibility is not very easily fabricated. A company really needs to possess a genuine desire to improve the lives of others. This aspect is not necessary in order to be a successful company, but it is certainly a very effective way to win over younger consumers.

To read through the rest of Huffington’s article, which includes additional tips to improve your company’s culture, please click here.

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