Who Leads Your Company’s Culture?
When asked, “Who leads your company’s culture?” did you answer:
My managers
Me
My business partner
All of the above?
If so, then you’re right: The answer is D – All of the Above. Company culture starts with you and your business partners and filters down through your managers and team. But if you’re a small-to-medium-sized hospitality business, you may be thinking, “How do I focus on culture when I’m barely keeping up with daily demands?”
Between managing costs, reporting to the board, running service, overseeing operations, and driving new business, it’s easy for company culture to get lost in the noise. But it’s essential—it lays the foundation for how your business runs and how your team performs.
The good news? Building a strong culture doesn’t need to be overwhelming. Start small. Start simple.
1. Clarify Roles and Responsibilities
Begin by defining who is responsible for what in your team. Set clear expectations for each role and hold people accountable. When everyone knows their responsibilities, it creates consistency and sets the stage for a culture that values accountability.
2. Be Present (Or Ensure a Capable Presence)
One of the biggest mistakes you can make as a leader is assuming that things will be fine if you’re not there. A good ship needs a captain, and the captain needs her ship. Your presence matters to your team, even if you aren’t on the floor every day. If you can’t be there, make sure you have the right person who truly represents your vision. Define clearly what “right” looks like to you, and make sure they understand how to carry this out.
3. Invest in Your Leaders—It’s Not Just About Money
Investing in your leaders isn’t necessarily about money. Sometimes, the most valuable thing you can give them is your time. Meet with your leaders regularly to talk shop, brainstorm ideas, and discuss their development as well as their team’s development. This isn’t time for phones or interruptions—just dedicated moments for meaningful conversation.
These regular, focused conversations are non-negotiable investments that can make a huge difference. When you invest in your leaders, they’ll invest in others, and this cycle of support and encouragement strengthens your entire team.
4. Recognise the Responsibility of People Management
People management is no small task, and it carries great weight. It’s one of the most significant drivers of your company’s culture. The way you manage and lead your people directly affects the environment they work in, which in turn impacts everything from staff morale to customer satisfaction. Never underestimate the power of effective people management.
Of course, there’s a ton more to the story, but this can be your foundation. If you’re ready to dive deeper into building a strong, sustainable culture in your hospitality business, don’t hesitate to reach out. Let’s discuss how you can lead your company’s culture effectively, in a way that suits your business.
