Can government contractors build a strong and sustainable corporate culture? This article explores the numerous ways work culture can be built in government offices.

As is evident, corporate culture, even in government, is the one candy to use to attract smart recruits. Human resources specialists and corporate recruiters report that a company’s culture is often always on the list of questions asked by prospective candidates. Building a work culture within government offices is not easy but with a little hard work, government contractors can create a winning corporate culture.

Ensure that your company’s mission and vision is easily understood by all. In other words, it needs to be in plain English and not wrapped up in legal speak or industry jargon that no government contractor or employee can understand. At Cognosante, for instance, the corporate culture is assigned around an aspiring mission and vision: “We fundamentally believe we can create a better healthcare environment where everyone benefits. We are dedicated to applying our knowledge and innovation to producing a healthier population.”

Question employees about what they like or dislike about the company. If anything needs fixing, take action accordingly. Government contractors who work hard to go beyond the expected health insurance and 401K benefits, usually enjoy the benefits of low-employee turnover, high retention rates and ultimately strong brand recognition. By fostering a culture of listening to what employees have to say, taking action toward what needs improvement, and then celebrating the benefits of new policies and programs goes a long way to not only building a great place to work, but a more valuable brand.

Let the CEO’s personality drive a small or start-up company’s culture. People look up to entrepreneurs, and many admire their drive and determination to create a business that makes money and creates jobs. Their story becomes their personal brand, and their personal brand becomes their company’s brand, and ultimately, the foundation of their company’s culture. That’s why many small and start-up companies not only build the business around a strong founder, they build their brand around his or her unique attributes.

Source: Eileen Cassidy Rivera | How your brand, culture equal financial results | October 31, 2012 |Washington Technology

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