Many business owners understand that the most important part of their company is the culture in which it operates. Managers can no longer allow a culture to develop organically. Employees in toxic cultures often experience harassment, unsafe working conditions, or poor financial management. As a business owner, you must define your organizational philosophy. Here are five things you can do right now to get your company on track.

1. Examine Your Current Culture

Objectively analyze the state of your company’s current culture, focusing on how teams use technology. Look for signs that your digital culture is secure. Teams use technology to collaborate online and complete projects faster. Shared files allow team members to be in different locations, yet still as effective. These resources save your company money and time when used properly.

2. Define Ethical Standards

Core values are the foundation of your organization. Start by writing down your expectations. Then train managers and team members about these standards. Establish policies that hold individuals responsible for integrity in the workplace. The best core values answer the following questions:

• Am I inspired to perform at my highest level every day?
• Can every employee follow these expectations?
• Do employees feel empowered to make ethical decisions?
• Are these standards relevant to the current worldview?
• Do these expectations encourage diversity and inclusion?

3. Generate Respect

Every employee, customer, and vendor should receive the highest level of respect from everyone in the company. The easiest way you build a culture of respect is by leading by example. Respected employees are committed to the overall company goals. Take the time to learn something about each employee. In addition to supporting their current work, find ways to motivate and challenge them. Make sure employees understand how technology and digital culture affect the organization.

4. Promote from Within

Boost your organizational culture with internal promotions. Employees want to know their service and experience are valued. They want the stability to remain in your organization and have opportunities for professional growth.

5. Encourage Breaks

With the onset of the digital culture, you can see how often employees are working outside of scheduled hours. If team members consistently work through lunch or after hours, your management team may discourage breaks. All individuals need to understand that they are entitled to breaks and are not expected to work after hours. Speak with your team members to make sure they have the tools they need to get their job done on time.

Changing your company culture is important to building a strong company. After you have defined your culture with these steps, continue to modify and build upon your success.