How To Enhance The Cultural Power Of Enterprises In The Digital Age

< p > > a href= "//www.sjfzxm.com/news/index_c.asp" > culture < /a > is so indispensable that enterprise culture remains unchanged, which is also a major part of the enterprise.

There are six values that can help maintain a stable culture, even as the company grows.

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P > < strong > forever open < /strong > /p >

< p > "unless we are really committed to open our minds, we can't do better," Khanna Rick said.

Even a client conference can do very well. The first thing a team should do is ask how to do better.

Realize that only doing well is not enough.

We must open up feedback so that we can make progress.

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< p > < strong > let everyone a href= "//www.sjfzxm.com/news/index_c.asp" > Leadership < /a > /strong > /p >

< p > there are two forms of Leadership: within the company and inside the market.

The establishment of < a href= "//www.sjfzxm.com/news/index_c.asp > Leadership Culture < /a > sometimes involves pushing people to a certain position, which may be a little exaggerated.

This is risky, but it is necessary, especially when your company needs several leaders.

If this can not be achieved, it will get better: "our culture creates such an environment where people are encouraged to take risks, and can not be supported when they fail to perform their work plan."

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< p > < strong > focus on customers < /strong > /p >

< p > "this is the secret of customer success," Khanna Rick said. His business is to make or die as a deadline.

Once a large client ran his retail website on the outsourcing platform of Amazon, and they decided to digest it internally.

Knowing that the website will be closed one day, he realizes that nothing is more important than the company.

For employees of that company, there is nothing more important than that day.

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< p > < strong > training staff < /strong > /p >

< p > "when you hire the best and brightest employees, they want to get better every year, so you need to constantly develop your company," Khanna Rick said.

"I don't have the idea of running a company. I don't know anything in a corner of the world, but they trust me.

We make decisions every day.

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< p > < strong > stimulating creativity < /strong > /p >

< p > changing a small company is much easier than changing a company with 11500 employees.

But creativity is still the core value.

We need a culture that can help them adapt to the market. In order to achieve this goal, they must integrate creativity and technology.

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< p > < strong > establishing relationship < /strong > < /p >.

< p > this is the last value of the list, but this is also the first thing Sapient told the new employee.

Instead of letting them know what they should know, or sending them a handbook, they were asked to receive a contact name.

Because of this strong culture, the new Union Union really finds its own way.

That is, they will build their own relationship.

This will last for many years, enabling people to accomplish more because they know their colleagues.

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