Building a great company culture

 

When people enjoy work, it is because of co-workers, because of the work space, and because of the atmosphere in the office. It isn’t just because you pay them.

Creating a great company culture that reflects the company’s values and is attractive to the people you want to have on your team.

 

Make continuous decisions

What do your best employees enjoy?

If you are looking to attract young and agile talent that will be developed “on the job”, consider designing a strong mentorship program, make the space casual and inviting (thinking pods, unusual meeting spaces, games and “fun” spaces for employees to enjoy, an open and airy floor plan).

If you are looking for mature talent that can work independently, consider making a great work-life balance a part of your goal, make the office space conducive to independent work (small conference rooms, lots of white boards, more segmented floor plan that allows employees to retreat when needed).

How can your values be reflected in the culture you adopt?

Look at your vision, mission and statement, and figure out how can your vision be reflected inwards. Not just to clients, or to the product, but to employees that are the heart and soul of the company. Make it cohesive. Make sure employees know your vision and value, and that you live by those every day.

Consider policy decisions

Health Insurance, holiday pay, flex pay, unlimited vacation days. These all matter, but it isn’t everything. You must lead by example, if you believe a work-life balance is important, don’t expect employees to answer e-mails at 10pm, better yet, don’t send employees e-mails at 10pm. If you have the goal of offering great time-off benefits, encourage employees to take time off and actually unwind. The policies you put in place show your employees that is isn’t all talk. Additional perks that push values are also powerful. A monthly company/ team lunch, happy hours, team building activities. Be consistent, make this a part of who you are and what you do.

Get your leaders on board

Walk the walk and talk the talk. Empower your leaders and managers to do the same.

 

Most importantly, make sure you listen! Ask for input, collaboration and involvement from all your employees. They know what they need.