Cultura corporativa: saiba por que você deve ter atenção para esse pilar

Tempo de leitura: 6 min

Você, como gestor, sabe quais são os valores e princípios da sua empresa? E seus colaboradores? Se sua resposta para essas perguntas é sim, isso significa que, felizmente, a organização em que você trabalha possui uma cultura corporativa forte e consolidada.

Por outro lado, se nem você nem seus colaboradores conhecem esses valores, a performance da empresa, como um todo, pode estar sendo seriamente prejudicada.

Afinal, sem a cultura corporativa, é muito difícil alinhar as atitudes dos profissionais aos objetivos da companhia e mantê-los engajados com o trabalho.

Ficou preocupado? Calma! Nas próximas linhas, mostraremos tudo o que você precisa saber para transformar e fortalecer a cultura corporativa da sua empresa. Não deixe de conferir!

O que é cultura corporativa e por que ela é importante?

Tudo que permeia nossa rotina — a maneira como falamos, agimos, nos vestimos etc. — faz parte da cultura na qual estamos inseridos. Nossos costumes e valores, passados de geração em geração, nos dão a sensação de pertencimento a determinados grupos.

No mundo empresarial, não é diferente. A cultura de uma organização é justamente o conjunto de atitudes, normas e valores compartilhados por todos os seus membros, desde os donos e gestores até os demais colaboradores.

Para se ter uma ideia da importância da cultura corporativa, é ela que define a identidade da empresa e determina sua maneira de fazer negócios e lidar com clientes e funcionários.

Sabe aquela expressão “vestir a camisa”? Com uma cultura corporativa forte e consolidada, os colaboradores entendem o verdadeiro impacto do seu trabalho na companhia, sentindo-se parte dela e aumentando seu engajamento.

Quais são os níveis da cultura corporativa?

Toda cultura corporativa tem diferentes níveis, nos quais são inseridos os valores e normas da organização — como se fossem as camadas de uma cebola.

Os níveis mais externos estão mais expostos e, por isso, são facilmente notáveis. Já os mais internos são de difícil percepção. Vamos conhecê-los?

Artefatos

É o primeiro nível da cultura corporativa, cujos componentes são percebidos com facilidade pelos colaboradores. Fazem parte dele os produtos, a hierarquia, os símbolos e o grau de formalidade da organização.

Valores compartilhados

No segundo nível, temos componentes um pouco mais profundos, relacionados a questões comportamentais, mas que ainda assim são perceptíveis — por exemplo, as normas e a filosofia da empresa e os valores estabelecidos pelos seus fundadores.

Pressupostos

Por fim, no terceiro nível, encontram-se os sentimentos, a visão que os colaboradores têm do ambiente empresarial e o propósito da companhia. Como estão inseridos em uma camada mais profunda, esses componentes são mais difíceis de serem percebidos e, também, mudados.

Quais são os principais tipos de cultura corporativa?

Para fortalecer a cultura corporativa da sua empresa, não basta apenas conhecer seus valores e normas — é preciso também saber em que tipo de cultura ela se enquadra.

Confira a seguir os quatros tipos existentes segundo o filósofo irlandês Charles Handy, especialista em gestão e comportamento organizacional.

Cultura do poder

Nesse caso, o poder dentro da organização é centralizado em algumas poucas pessoas; geralmente os donos. Como são eles quem ditam o que deve e o que não deve ser feito, não existem muitas normas e regras explícitas.

Cultura dos papéis

Na cultura dos papéis, por outro lado, o poder é mais descentralizado e depende da posição que o funcionário ocupa na estrutura hierárquica da organização. As regras e funções são bem definidas, mas costumam gerar muita burocracia.

Cultura das tarefas

Nesse tipo de cultura, mais flexível, tem-se uma grande valorização dos projetos. Consequentemente, os colaboradores capazes de geri-los e resolvê-los são os que possuem maior poder dentro da organização.

Portanto, é na cultura das tarefas que geralmente há uma maior abertura para a implantação da metodologia de gerenciamento de projetos — e onde o gestor dessa equipe encontra menos obstáculos para trabalhar.

Cultura de pessoas

De todos os tipos de cultura, a de pessoas, como o próprio nome sugere, é a mais humanizada. Nela, todos os colaboradores são muito incentivados e valorizados, independentemente das funções que exercem dentro da organização.

Quais são os benefícios da cultura corporativa?

Agora que você já conhece as principais características da cultura corporativa, chegou a hora de entender como ela pode, de fato, beneficiar sua empresa. Vamos lá?

Melhora dos resultados

Como dissemos anteriormente, uma cultura corporativa forte e consolidada é capaz de aumentar o engajamento dos colaboradores.

Dessa forma, eles passam a entender o impacto de suas ações nos custos e na produtividade da companhia, tornando-se capazes de produzir melhores resultados.

Ambiente de trabalho mais saudável

Uma vez engajados, os colaboradores enxergam sua real importância dentro da empresa, o que os faz sentir mais motivados e melhora suas relações interpessoais.

A principal consequência disso é um ambiente de trabalho mais saudável e com clima de satisfação.

Recrutamento facilitado

Com uma cultura bem definida, fica muito mais fácil para a companhia atrair e contratar profissionais que compartilham dos mesmos valores que ela.

Além disso, os próprios funcionários, cientes da cultura corporativa da empresa, podem indicar talentos que se encaixem no perfil.

Como fortalecer a cultura corporativa da sua empresa?

Sabendo da importância e dos benefícios da cultura corporativa, é impossível não querer fortalecê-la na sua empresa, não é mesmo? Veja a seguir três passos essenciais para isso.

Reúna as lideranças

Para definir e fortalecer as características da cultura da empresa, é importante conhecer a visão de quem está há mais tempo nela e/ou de quem a conhece com maior profundidade — geralmente os colaboradores que ocupam cargos de liderança.

Identifique os valores da organização

Afinal, para que existe a sua empresa? Quais são seus principais objetivos? Aonde você deseja chegar com ela?

Essas perguntas são essenciais para identificar a missão e os valores da companhia. Somente depois disso é possível fortalecer e consolidar a cultura corporativa.

Estabeleça canais de comunicação

Mais importante do que identificar a missão da empresa é engajar os colaboradores em torno dela. Para isso, é fundamental estabelecer canais de comunicação que ajudem a difundir as normas e os valores da organização entre seus colaboradores.

Em resumo, a cultura corporativa constitui o cerne da identidade da empresa, reunindo atitudes, normas e valores compartilhados pelos seus colaboradores.

Fortalecê-la proporciona maior engajamento dos funcionários, além de melhorar resultados, tornar o ambiente de trabalho mais saudável e facilitar o recrutamento de novos talentos.

No entanto, apesar da importância de manter essa cultura, é importante ressaltar que ela não é estática, podendo sofrer mudanças de acordo com a dinâmica da sociedade em que está inserida.

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