Business owners need to think of everything. Leaving even the smallest detail unattended has the potential to create significant problems for the owner hoping to see his or her business turn a decent profit. At times, business owners may be paying attention to specific essential duties, all the while ignoring other things that drag the company down.

For example, an owner may run a tight ship when it comes to productivity, customer service, and budgeting, but the company’s corporate culture is disastrous. Any business that fails to rein in problems related to organizational culture might experience a gloomy future.

Defining Company Culture

The terms “company or corporate culture” often appear as buzzwords. They sound like flashy descriptions meant to appeal to people looking for “hip” companies to do business. A basic definition of corporate culture suggests the term refers to beliefs and behaviors that define how a company does things. If the company’s corporate culture puts an emphasis on treating employees with respect and always responding to customer concerns, then the culture could help sustain a business’ success. However, when the corporate culture promotes lax attitudes towards work or allowing managers to run the office like they do their social lives, a company could find itself in big trouble.

Discovering Your Own

Executive management, surprisingly, might not be fully aware of how the corporate culture in the office operates. They may know of egregious behavior, but do nothing about it. An abusive supervisor may be allowed to yell and scream at subordinates with impunity because he/she delivers results. Is that type of office behavior harming the company in other ways? More than likely, it is causing some serious problems ending in a lower than desired employee net promoter score.

Playing guessing games with how personnel feels about a company’s culture isn’t wise. Instead, managers should explore a path of discovery to determine just how impacting the current culture is. Maybe management needs someone to define their culture for them. Bringing in professionals who can perform audits, assessments, and reports may be worthwhile. This way, if any troubling behavior exists, someone could take steps to address the matter.

Troubles Come from the Top

Recent scandals involving corporate culture, be they the ones at Facebook or Wells Fargo or elsewhere, frequently have a common thread. The problems with the culture started at the top. One reason toxic middle managers exist is due to toxic persons sitting in upper-level executive roles. The problems start at the top and roll down the hill. If the CEO doesn’t act ethically, how can anyone expect managers and personnel to do so?

The Factors At Risk

Not every person in a position of authority may care about the toxicity level of corporate culture. As long as profits continue to roll in, why make any drastic changes? Such an attitude is both irresponsible and risky. If a disastrous scandal breaks out, a company’s brand, reputation, and bottom line could suffer. Managers responsible for the fiasco may be shown the door. Business owners could find themselves in bankruptcy.

While appealing to someone’s profit motive might not be the most honorable way to address a troubled culture, taking this step may work. Few work hard to rise to a position of prominence only to see things slip away due to easily controllable factors.

The Right Corporate Cultures Attract the Right People

The “right people” for any business are those who enjoy their jobs and work hard to make a company succeed. They do so, in part, because they care about the company. The better the corporate culture is, the more they feel comfortable and appreciated. A positive work environment that offers wellness programs and other perks generate productivity among workers. The best candidates among jobseekers vie to land a position with the company. And a business does need top talent to attain and retain success.