Letting corporate culture take root among employees has always been a long-standing topic. In the final analysis, the construction of corporate culture must be implemented on the ground and serve the development and business strategies and goals of the enterprise. Corporate culture manifests itself in various forms. If you really want employees to internalize the essence of corporate culture and turn it into behavior, it is not something that can be done once and for all. It requires a gradual process, that is, you must first "know" and then continue to adapt. Through experience, you "enlighten" your own understanding, and finally turn it into daily "actions".

"Knowing" means that employees know the corporate culture. Although the company's name, trademark, brochures, advertisements, office environment, posted slogans, various rules and regulations, and work uniforms are all basic manifestations of corporate culture, they reflect the cultural atmosphere of the company all the time. All of these require employees to first I knew it all at once. As big as the corporate spirit of "passionate hard work, wholehearted dedication, happy work, and healthy life" in the corporate culture of Lushang Group, the core values ??of "based on integrity, prosperity based on innovation, success based on collaboration, and winning based on execution", "standing The corporate vision of "Top 100 companies reaching all directions", the corporate mission of "fulfilling trust, upholding justice, promoting business and benefiting the people", and the Lushang covenant system of "integrating knowledge and action", down to the company's various systems and employee handbooks, these corporate cultures If you want to implement it, you must first let employees know what it contains. Only by understanding this can employees know the general direction of the company's culture at the first time. Only by entering the ears and brain can we lay a solid foundation for internalization in the heart.

"Enlightenment" means that employees understand the corporate culture. This is a process in which employees internalize the corporate culture and form a certain way of thinking as they continue to experience and adapt within the company. Looking back at history, most eminent monks must have gone through many years and multiple hardships before reaching the moment of enlightenment. Employees' understanding of corporate culture is quite similar, just because the formal "knowledge" in the previous step can greatly shorten the period of employees' "enlightenment". How to make employees "enlighten" as soon as possible and truly understand the essence of what the company wants employees to understand requires the long-term, firmness and clarity of the implementation of the company's various systems, and requires managers at each level to implement them in their daily work and at all levels. This decision-making demonstrates a model of unity of knowledge and action. Effectively combining corporate culture with management systems and solidifying them in the system will, on the one hand, help bring into play the guiding, shaping and constraining functions of corporate culture. On the other hand, the mandatory and long-term nature of the system will also allow employees to feel the influence of corporate culture. At the same time, the daily behavior of management at all levels is the key to employees' understanding of the essence of corporate culture. Whether the management can keep their daily behavior consistent with the culture written on the wall will affect whether employees can "enlighten" the way to survive. The way is still the essence of the company’s ideal corporate culture. Therefore, strong system implementation and the integration of knowledge and action by management at all levels are powerful guarantees that help employees "understand" the concepts that the company wants to promote and internalize the corporate culture in their hearts. It will also affect whether employees will The way of thinking formed is externalized in practice.

"Action" means that employees implement the corporate culture. "Knowing" and "enlightening" do not mean doing it. Only when certain behavioral habits, behavioral norms, and behavioral consciousness are formed, can corporate culture be truly implemented. How employees do it and to what extent they do it must be formed spontaneously from the inside out after a period of understanding and understanding of the corporate culture. It is shown after knowing what the corporate culture does and understanding what it means. The behavior of employees will directly affect the business performance of the company. Of course, it can be restricted through mandatory requirements, but if employees are allowed to do it proactively after understanding it, the effect will also be affected.

All in all, employees cannot simply rely on "knowledge" or "enlightenment" to implement corporate culture. The ears, brains, and hearts influence each other, and they do not know what they are doing or what they mean. The effect of externalizing one's behavior will be greatly reduced. Therefore, corporate culture should be an intersecting process of the integration of knowledge and action. It is also a step-by-step process in which "knowledge" is transformed into "enlightenment" and externalized into "action".