A new term that has been gaining relevance in corporate culture, is "quiddity." It is defined as the inherent nature or essence, of someone or something. Quiddity can be a gamechanger when it comes to representing the founding history of any organization. It also helps to successfully establish principles that align and anchor the vision of the company with praxis while serving as a powerful differentiator in the marketplace.
If corporate culture refers to how things are done in a company, quiddity offers the answer to why things are done in the manner they are done. Quiddity is the foundation on which culture can be built, especially when in a competitive environment, company culture is the crux of success.
To build a culture and to make it better, it is important that companies understand and celebrate quiddity. Recruitment, training, reputation, and branding, everything can be affected by quiddity. Therefore, it is important to communicate it properly to the employees. Quiddity celebrates the organizational culture and invigorates its quality of self-reinforcement. The history, traditions, and successes built on the bedrock of quiddity, can renew and reinforce relationships with employees, customers, and partners.
Quiddity, when implemented properly, anchors the culture of the company by unifying internal and external components. It links the roots of the organization to the shared narratives present in the company. Quiddity is not only a link to bridge the gap between the internal and external but is also a great way to attract and retain top talent.
For example, a company as significant as Boeing faces turbulence because it ignored its quiddity that led to a decline in the culture, as the external pressure increased. The deteriorating culture then, causes significant ripples, such as long-term damage to sales value, public trust, and reputation.
Putting quiddity in the spotlight also implies that the company wishes to build a narrative or a backstory for itself. This backstory is a celebration of its milestones, achievements, and above all, it is a medium to communicate the founding principles of the company to the masses. The backstory also helps in fostering a sense of belonging in the company. The employees can identify and represent this internal narrative, as they can feel proud to align themselves with a larger vision. For organizations that rely on reputation to attract top talent, building a sense of identity and belonging are extremely important.
Why is Quiddity Important?
Another factor that makes quiddity important and indispensable for a company, is the fact that it strengthens the three-way bond between the organization, the internal constituents (employees) and the external constituent (client base). This bond plays a significant role in building and sustaining the reputation of a company. Therefore, the internal narrative- the backstory- has to be disseminated to the clients, the employees and the customers. Companies that perform extremely well do not simply use quiddity to build a company culture but also make consolidated efforts to maximize its value in storytelling- both internally and externally - to gain maximum benefits.
Thus, the executive leadership has their task defined for them, clearly. While it is possible that companies relying on reputation to drive them forward, do not require as aggressive and extensive marketing and PR as consumer goods firm or retailers, their reputations do stem from the perceived culture. If their company culture is not perceived in a positive light, then they may find the task of recruiting and retaining employees to be burdensome.
The Bottom Line
One has to ensure that the culture of the company does not become toxic or inhospitable. In order to anchor and align the culture with the broader goals of the company, while still articulating and celebrating it, employers have to convey quiddity to the employees.<< back to Content