Corporate culture is the value recognized by all employees and the reciprocal behavior based on this value. After the establishment of the value system, the corresponding behavior should be externalized. Cultural landing, in a sense, is to turn the value orientation into the behavior requirements of employees. The so-called timeliness of cultural construction is to turn behavior into habit. What the hell should I do? How to implement corporate culture, the key is to make execution a habit.

Give priority to cultural themes. If culture is just an empty slogan, no one will take it for granted. Take the pain points closely related to the company's reality and demands as the theme of corporate culture, and attract the attention of all colleagues to the maximum extent. Only in this way can culture be meaningful and deeply rooted in people's hearts. Starting from the strategy, starting from the problems, combining with the internal and external development environment of the company and closely following the annual management practice, Company A sets the annual cultural theme as "implementation" and the annual cultural slogan as "striving for success", and calls on all cadres and employees of the company to strive for "strategy".

In the process of cultural landing, it is very important to determine the theme. Corporate culture construction is a step-by-step and gradual improvement process. Combining the management practice of that year and determining the theme of cultural construction according to the company's strategy is the most important link for the real effect of cultural landing. Establishing value orientation is the key. The company advocates "execution culture", that is, cultivating and strengthening strategic execution, team execution and individual execution. For individuals, execution is the ability to do things. For the team, execution is combat effectiveness. For enterprises, execution is strategic execution and operational ability.

After the theme is determined, the decision of relevant value orientation and requirements becomes the key. Telling employees what the company needs, what the team needs and what individuals should do is the premise of realizing the theme culture. The appearance of executive power lies in the timeliness and quality of task completion, but its core lies in the positioning and landing mechanism of enterprise strategy, which is the core content of enterprise management. Only the integration of executive culture and enterprise management can culture truly become productive forces. Turn action into a landing mechanism.