Company culture, arguably the most important aspect of a business, is defined in a number of ways. For example, organizational cultures may include the traditions, languages, knowledge, and stories of employees, managers, board members, customers and stockholders.
There is one certainty about culture: it is ubiquitous. Every group has a culture. Some cultures are intentionally created and developed but many are not. Think about your own business for a moment, what is your culture? Is it really what you think it is? Is it what you want it to be? Do your employees know what it is? Do customers, stockholders and other stakeholders in the business know what it is?
If the answer to these questions is “I don’t know” or simply “no,” your organization probably does not have a well-defined culture.
With it being a roughly unexplored territory in the newly budding industry, many cannabis business owners have a vision of what they want the culture to be, but are not sure how to take the steps to truly build it across the organization. This “culture confusion” often creates workplace friction, high turnover, and a general misalignment of attitudes and goals.
The solution to this is to build a documented culture that flows into every aspect of the business. This includes hiring, training, performance management, and leadership. Doing so will build alignment in your organization and reduce the number of people-related headaches that every business owner deals with.
This article is sponsored by Green Mountain Solutions, the premier provider of Learning and Knowledge Management Software for the cannabis industry.
Green Mountain Solutions can help you dive into hiring, training, and leadership development, as well as provide you with great small business system platforms in each of those areas to help you save time and money.