In organizations we usually talk about values and corporate culture. But culture is not a document hanging on the intranet or a slogan on the wall. Culture is the set of real behaviors that every day shape how we act, decide and relate to each other within the company.
In my opinion, the best definition is this:“Culture is doing what needs to be done when no one is looking, based on the values defined in the organization”. That’s where a company’s consistency is measured.
Most people act in good faith as a matter of principle. However, just as in society we find individuals who break the law to a greater or lesser degree, we can also find
1. Training: sowing knowledge
Culture begins with training. If people do not know what is expected of them, it is difficult for them to deliver. Clear and regular training in ethics, compliance and best practices is the first seed of a strong culture.
2. Guidelines and codes of conduct: the frame of reference
Just as companies have laws and constitutions, companies have codes of conduct, internal guidelines and corporate policies. These documents should not be bureaucracy, but living and updated references that give security to the employee and set clear limits.
3. The example: leaders as cultural models
Guidelines are of little use if leaders do not lead by example. Culture is reinforced or destroyed from the top.
The recent case of Nestlé, which fired its CEO for breaching the code of conduct, is a reminder that no one is above corporate culture. When top management acts as a role model, the entire organization takes notice. And when it fails, trust cracks.
4. The “watchman”: the whistleblower channel
In any society, in addition to laws and education, there is a control mechanism: the police, which monitors compliance with the rules.
In the company this role is assumed by the whistleblower channelThis is a continuous tool for ethical monitoring and protection for those who detect non-compliance. The aim is not to generate fear, but to ensure that the culture does not remain on paper, but is actually applied.
Conclusion
Culture in a company is like life in a city:
- Training is the school.
- Codes of conduct are laws.
- Leaders are the referents.
- And the channel for complaints is the police, which ensures that everyone plays fair.
When all these elements work in harmony, culture becomes a competitive advantage: an ecosystem where people trust, rules are followed and the organization moves forward with consistency and strength.
At ithikios we provide ethical and transparent solutions to generate a culture of trust.
