It has several different meanings by definition and can mean several different things to an individual.
So, how do you define culture within an organisation? Who is in charge of impacting, driving and improving culture? HR? Your boss? You?
Every time I am introduced to a new client or visit a site, my clients always discuss culture and the importance of adding the right character to enhance their current environment.
The difficulty many face is, as they grow/merge/diversify their business, the culture inevitably has to change whether the employees like it or not. This is where the challenges can begin. Not many people like change, they don't embrace it and most of the time, they fear it.
From, not only my personal experience of change as an employee, but, from finding talent to implement change for many businesses, the starting point needs to be a clear message. That message has to start at the top, without the leadership team on board to explain the why, the follow through will never be obtained.
Hopefully these '8 steps for helping your employees accept change' from Brent Gleeson will provide some helpful advice on how to keep your great parts of culture and improve the ordinary.
But, ultimately, each and every employee has a responsibility to contribute, improve and regulate company culture; with or without change.
One of the most important roles a leader has is to drive necessary change and evangelize its importance. Obtaining buy-in and protecting the company culture are critical and this can only be done with clear and consistent communication and follow-through.