Subscribing to a company's culture - Deepstash
Subscribing to a company's culture

Subscribing to a company's culture

Buying in can mean workers consider the organization part of themselves. In many cases, employees not only get on board with a company’s stated mission, but also the culture, and feel like they share values with the organization.

But while many workers buy in to the companies they work for when they’re first hired, some people find their enthusiasm fades. Several factors can lead to a loss of buy-in, like when workers believe companies fail to live up to their values or feel there’s an uneven exchange between employee and employer




Many workers do see the work they do as meaningfully contributing to their company’s overall mission. And as an increasing number of companies advertise themselves as mission-based to attract talent, especially in dense industries, employee buy-in has become a major part of some corporate cultures. 

Buy-in can also help an employee emotionally navigate potential turmoil during their tenure, something particularly prevalent in start-ups and creative industries.: People hate uncertainty and in order to tolerate that, you have to really believe that it's there for a reason and that you’re doing it for a reason.



These days, jobs are less and less about pure security and safety needs, and more and more about identity and belonging needs and even self-actualization.

Employers and potential workers expect to share the same core values. Indeed, research shows workers increasingly value working for mission-driven companies, whose causes they care for.



As you start to doubt your company’s mission or think it's hypocritical, the impacts on your motivation are astounding. Without this motivation, employees are far less likely to receive recognition or promotions for their work.

Distinguishing between acceptable and unacceptable expectations of buy-in from companies is a very individualized decision. If you don't actually buy in but still stick to your work, it is possible to get ahead – it just won't be as personally rewarding



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The ‘nice to haves’

It’s widely known the pandemic has made many people re-evaluate their working lives. Employers are well aware, and many are scrambling for new ways to retain employees. One technique for those companies who want to lure their people back is to promise them a more enticing workplace

But people working at home have managed just fine – and remained productive – without free coffee and massages. Many are also less stressed. But the downside of homeworking, for some, has been the isolation, or juggling work around family duties or housemates. So, a tempting office will be one that is an extension of your home, but without the chaos, offering an environment, social atmosphere or technological provision that can’t be found elsewhere.


Focus on Employee Wellbeing

The more stress-free and healthy an employee is, the more he will make the company great and prosperous.

If more employers take care of their employees' personal growth, the employees will help the organization in untold ways.


The Competency Trap

The company having the original PC technology back in the 70s was Xerox. This was a time when their photocopiers were a worldwide hit, and even their brand name ‘Xerox’ was used as a verb. They had a research centre to develop new technologies, where they invented the PC (similar to what we see even today) and a graphical word processor. But even after inventing futuristic products, which were inspirations for what Steve Jobs and Bill Gates did for the computing industry, Xerox failed to capitalize or commercialize them.

Past success and entrenched expertise prevented the pioneers of great technology to deal with a changing, uncertain and fast-moving market. Xerox forgot to grow, evolve, stay nimble and keep an eye out for the changing market dynamics.