Editor's note

A great company culture is a prerequisite for a healthy and successful organization. A positive and supportive culture will not only attract and retain talent but also drive the performance of employees. But, developing a vibrant and solid culture is not an easy job. Do you have a positive culture within your organization? If not, how can you create one?
 

To help answer these and other questions, HR.com partnered with Humantelligence, a leading provider of culture analytics and recruiting software. It is interesting to note that only 8% say their organization manages culture very successfully and just 22% say they do this successfully. In the case of corporate cultures, about two-fifths (39%) of HR professionals deem that “everyone” is accountable for managing culture. Although this was the most commonly reported response, it does not represent the majority positions. Indeed, nearly half (47%) of HR professionals believe that the management of culture resides with leadership (that is, leaders or the CEO) or with the HR function. For more insights and key takeaways, download the complete whitepaper, Creating Great Corporate Cultures.

Do CEOs care about culture?  Not enough—says Scott Johnson, Founder and CEO of Motivosity, an employee engagement software firm based in Orem, Utah. "The sad thing," Johnson commented, "is that most CEOs don't understand the importance of culture. If they did, they wouldn't outsource it to HR." In 2016, Execu-Search surveyed 1,000 candidates and hiring managers they worked with during the year. Almost half of these employees (42%) felt that executive leadership did not contribute to positive company culture. All by itself, HR cannot change the culture. Not for the better, anyway. Bigger companies rely on HR to work out the details, but it's the management's job to model and sell the behaviors they want to see in employees. Read out more interesting details about the topic in Tim Eisenhauer’s article, Who Will Fix Your Company’s Culture?

Managing a global team can be a challenge, but shouldn’t have to be. Read Anja van Beek’s article, Leadership + Virtual (Global) Teams + A Happy Culture? for practical ways to collaborate, connect and communicate.

Too often, many of the well-intended culture transformation journeys begin with fanfare and promises and end with fizzle and disappointment; the culture journey is a cul de sac recycling old ideas that end up with gibberish and cluttered intellectual concepts that yield few results. Read Dave Ulrich’s article, Culture Is Not Enough for 4 options for achieving the promised impact of culture.  

In brief, this special issue on Corporate Culture brings to you all that you wanted to know about the corporate culture scenes in organizations today and more. We hope you enjoy reading this issue and look forward to your valuable comments/feedback.