1. Decide that culture-building is a priority. Someone at the top must make this decision and take on the responsibility of conveying it to the entire company.
2. Create a statement of core values. Make the statement as short as possible, and include what the company does and does not stand for.
3. Tailor operations plans to reflect the value statement. Areas requiring review may include: hiring and personnel practices, onboarding, training and retraining, client and coworker relationship protocols, everyday operations protocols, quality improvement and benchmarking, job design and employee empowerment.
4. Share important customs and language among stakeholders. Culture consists of values, customs and language embedded into the group or organization.
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