It’s no secret that people strive to work for companies with a great reputation, and company culture is part of the foundation for that reputation! Culture must remain a top business imperative like any other, and leaders need to be willing to invest time and effort in developing it. While company culture can not be created; it can be curated, and there is no better way to strengthen your company’s culture than by creating a Culture Committee.
What is a Company Culture Committee?
A Culture Committee will look a bit different from company to company, but it will typically be made up of a group of volunteers, who ensure that your company is making progress on the culture goals you set up to achieve for the year.
Here at Solid Digital, our Culture Committee consists of volunteer employees from various departments, and is headed by our Director of Experiences. This group works together on internal culture goals, team-building activities, and celebrations.
Currently, our Culture Committee is focusing on planning our first in-person All-Hands retreat that will take place in Denver, Colorado this summer.
But that’s not all; Culture Committee members are advocates. They speak out for change, hold themselves and leaders in the organization accountable and ensure that continuous growth and positive changes are implemented.
Why Your Company Should Create a Culture Committee
A Culture Committee brings different employee experiences and perspectives together. It helps identify both the good and the bad culture attributes that exist, allowing the company to have a clear and accurate understanding of its culture to create effective strategies to improve those “bad” attributes.
Culture Committees turn caring into doing; they are the drivers of change and positive influence on advancement that many companies seek. Culture Committees are more in tune with their peers and recognize the importance of cultural factors that may be important to the team.
How to Create a Culture Committee
Creating a Culture Committee takes a lot of intentional planning. To get started, you need to ensure you have a good representation of your team as diversity and inclusion are critical.
The best approach to building a successful Culture Committee is by recruiting volunteers. Tapping into team members who are highly engaged and like to participate might be your first instinct, and it’s a good one, but it’s also essential to extend the invitation to everyone and even encourage those who may need a nudge to step forward.
A strong committee needs to have executive support for it to be successful. Listening to recommendations, working together to make changes, and implementing a budget for activities and initiatives that come out of the culture committee is all part of the work that needs to be done by the executive team. This group is invested and dedicated to making improvements, sharing advice on cultural issues, and helping leaders make a positive change. Support must come from all leadership levels.
At Solid Digital, our Culture Committee has evolved over the years as we’ve found more focus and drive for the committee. While this has lead to more responsibilities, the team continues to provide a voice of change that has helped pitch and implement new policies, improve benefits, phase out processes that didn’t align with who we are now, bring new ideas, and challenge the norm of how we do things, and all in a way that makes us better because we are working together to improve who we are and what we do.
