Onion model is very common in the market and most partners are familiar with it. As the name implies, it is similar to onions, and it is hierarchical from the inside out. The onion model of corporate culture is divided into spiritual layer, institutional layer, behavioral layer and material layer from the inside out.

Listening to nouns is somewhat abstract. Compared with some of our specific contents or carriers, they are

The spiritual level corresponds to vision, mission, values, beliefs, methodology and so on.

The system layer corresponds to management mechanism, reward and punishment mechanism, communication mechanism and various system contents …

The behavior layer corresponds to the activity ceremony, behavior standard and behavior norm …

Physical layer corresponds to VI system, office environment, cultural environment, etc.

In fact, the model is to classify, summarize and induce some fragmented contents that we are familiar with every day. With this framework, you will know more about what level we are doing.

As far as importance is concerned, it is obvious that the more important things are, if the core things are not clear, it will be half the effort or futile to work only from the outer layer. This is what you see or hear in many companies. If culture just shouts slogans, or puts up some slogans or posters without other measures, it will not only affect others, but will arouse people's disgust.

A single concept will still be somewhat abstract, such as:

For example, we have a value that is innovation, which is the content of the spiritual layer; Then there are the innovation awards, energy-saving and efficiency-enhancing performance awards and other system-related contents, and then there are all kinds of innovation-related behaviors that employees will show in their work, all of which are the contents of the behavior layer. Finally, we will give badges to employees who conform to the behavior orientation, which is the content of the material layer.

Whether there are any examples is clear at a glance. Many of us disassemble it layer by layer, and we will share it in the next section.

Culture should be exported and landed from the inside out. In this process, the most important thing for our corporate culture workers is the second layer: the content of the system layer. As we said in the last section, the idea of cultural construction is to find out the key behaviors, and then constantly strengthen and enlarge them until they become group behaviors. Culture itself is very empty and soft. Without the guarantee of rigid system, behavior is easy to deform and even run counter to it. So we will also spend a separate chapter to share the contents of the whole system, which is a key to our success in the landing process.

NLP logical hierarchy model

In addition to this model, I would also like to introduce a model that our enterprise has been using, that is, the logical hierarchy model of NLP, which includes vision, mission, identity, values, beliefs, abilities, behaviors, environment and atmosphere from top to bottom.

I will talk about the details of each section later, so I won't read what the specific content of each layer is here.

This is the whole content of our corporate culture according to the logical level. In 2020, a very important move we made was to examine from top to bottom whether the contents we gradually dismantled from the top view to the bottom atmosphere were consistent. If it is inconsistent, then employees will feel a very strong deviation, that is, the so-called words and deeds are different, and it is impossible to succeed in cultural landing.

Taking chestnuts as an example, we attach great importance to innovation, but in daily management actions, managers give instructions and employees follow them, and never collect employees' opinions. Take chestnuts as an example. We emphasize honesty, but in daily management, we have never been punished for cheating on attendance and performance. This is a culture that only shouts in slogans, and the upper values are inconsistent with the lower behaviors.

Therefore, top-down consistency is a very key content we perceive from NLP model.

Frankly speaking, in fact, no matter what mode, it is to let us understand the content of corporate culture more clearly and intuitively. There is no distinction between good and bad, and everyone can understand it.