Interdisciplinary action is in Companys a must today. But classic silo structures often prevent this. The Solution: a culture manager.

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Culture managers are more than an extended human resources department

Who actually harmonizes the overarching cooperation in the company as a cross-functional networker, climate maker and culture optimizer? The HR department is no longer responsible for this. A new job profile has emerged: the culture manager.

Because while the HR department often literally gets stuck in the necessary but very deadlocked administrative work, the culture manager is more or less responsible for interpersonal matters: His task is to develop and integrate the corporate culture in all departments and Features to promote. You will work closely with management to identify and develop the areas where cultural integration is needed Strategiesto achieve these goals.

The role of culture managers in the working world

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The role of culture managers in companies has increased in recent years Significance won. As organizations strive to create a positive and productive work environment, cultural managers play an important role in shaping people's values, beliefs and behaviors Employees. A strong corporate culture can do that Commitment of the employees, their loyalty to the company and ultimately the business success. However, managing culture can be a complex and challenging task that requires a deep understanding of the company's values, mission and goals.

Culture Managers are for development and Implementation responsible for strategies that promote a positive and inclusive work environment. You will work closely with senior management to align company culture with business goals and ensure that all employees are working towards a common goal Objective work towards In addition, cultural managers often act as a link between employees and management and provide for surethat Feedback heard and processed in a timely manner. In this text we will examine the role of cultural managers in organizations, including the skills and qualities they need to be effective in their role.

Why are culture managers so important?

Culture is the key to any successful organization. She is the foundation that that Behavior, the values ​​and the Communication in a company. One positive Corporate culture can affect employee morale and productivity increase as well as to higher gewinnen and lead to brand loyalty. Therefore, the role of a cultural manager in today Working world has become increasingly important.

Culture Managers are responsible for creating and maintaining a positive work environment that aligns with the company's values ​​and goals. You will work closely with senior management and HR to develop and implement strategies that foster a strong culture of Teamwork, respect and transparency. Cultural managers also act as a link between employees and management. They help to close communication gaps and ensure that employees are valued and engaged feel.

Networking and a culture manager pay off quickly

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Everywhere in the company there are initiatives in which the employees network with one another across departments and across hierarchical boundaries. As a result, the work can be done more agile, more efficient, more productive and also more pleasant, Motivation and engagement grow. Because if you want great things from your people, you don't need them listlessly and in the red, but in top form.

Uncomplicated cross-connections also serve the interests of the customers. SW to organize progressive companies work interdisciplinary around customer projects: the Developer, the designer, the production, the Marketing, sales, logistics, customer service and whoever else is important act as Team autonomously on joint tasks so that the whole thing works as if from a single source.

Increase happiness and motivation

There will be matching Competencies completely detached from departmental boundaries. In addition, a feel-good culture is needed across all areas of the company Lust on performance and maintains the full creative power of the employees in the long term. And it's worth it. According to a study by the University of Warwick, happy employees are 12 percent more productive.

It is also known from happiness research that People surpass themselves with feelings of happiness and increase their performance by up to 100 percent. Conversely, the performance of people under constant pressure drops to below 50 percent. Well-being does not arise from a social-romantic cosiness, but pays directly into the business results.

More than HR work: why a culture manager is increasingly necessary

The classic range of tasks in human resources includes the selection and development of staff. The selection refers to points in time and judges, the development refers to periods of time and promotes. A second block of tasks includes a wealth of administrative and labor law activities, which corresponds to a completely different type of work.

In classic companies, both areas of responsibility are almost always wrongly combined in the HR department. This is heavily bureaucratized and driven by processes instead of being human-centric. In Future it has to be exactly the other way around: People, employees and the corporate culture move forward. The administrative side is taken care of by the computer – supported by human hands.

Goals and tasks of a Culture Manager

With the culture manager – sometimes also called the head of culture or chief culture officer (CCO) – companies are taking this new path. They separate the cross-departmental design from the functional administrative. With Tasks around the Payroll accounting, the employment contracts and so on, the culture manager is not involved in either small or large companies. In the Recruiting and the selection of employees, on the other hand, should definitely be involved. The main goals of the Culture Manager are these:

What topics are culture managers dealing with?

To do this, every organization should first think about its cultural and employee-related principles. This has to be done collectively. Here you can on the Method of storytelling. Who Sinn wants to donate needs narrative material. Therefore, a culture manager focuses on the following topics:

The organizational involvement of the Culture Manager

The Culture Manager acts cross-functional. Accordingly, he only cares about optimizing the cross-functional working conditions of an organization so that the individual teams can concentrate on their content and achieve top results. Depending on the scope of work, he has a full-time or part-time job.

As a rule, the Head of Culture gradually grows into his role and the associated area of ​​responsibility. The focus is on building trust. For the employees, it is both a bridge and a lighthouse. As a lighthouse he offers Orientation. As a bridge and neutral third party, he is the point of contact for well-being topics - and also for Problems. For this purpose, he can ensure anonymity if necessary.

The area of ​​responsibility of the culture manager is not always clearly defined

However, the role of cultural manager is not always clear defined, and its tasks can vary significantly from company to company. In some companies, cultural managers are mainly responsible for organizing events and Teambuildingactivities while in other companies they play a key role in shaping the company's core values ​​and overall business strategy.

The larger the organization, the more important the culture manager's role. He has an in-house advisory function for top management and the Executives. Ideally, he reports directly to the CEO, i.e. is completely separated from the Human Resources department. If necessary, a separate functional group is created. Some companies then call this People & Culture.

What distinguishes the Culture Manager from the Feelgood Manager?

Finally, we would like to clearly distinguish the culture manager from another new job, the feelgood manager. Both management styles have their pros and cons and it is important to understand the differences between the two. Culture managers focus on creating a positive and productive work environment by communicating the company's values ​​and beliefs. They place an emphasis on team building, collaboration and employee engagement by creating a strong company culture.

Feel-good managers, on the other hand, focus on satisfaction and employee well-being through perks and benefits. They strive to create a comfortable and enjoyable work environment, often through employee-focused events and team-building activities. While both management styles have their advantages, it's important to understand which one is best for your business.

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