4 Secrets to Build a Strong Company Culture
Robyn Ward is a Business Development Executive with BetterWorks (http://betterworks.com).
- Clearly express your core values
- Recognize & reward employees often
- Be sure to make new hires feel like part of the company
- Keep your employees updated on a monthly basis
There are four secrets to building a strong company culture. There first is to define and communicate your core value. It's basically the identity of your company, you want each employee that you hire to absolutely know what those core values are so they can align themselves with the company. At BetterWorks, we communicate those 7 core values that we have which is anything from ownership to passion to talent density. Those are all on our website.
The second is real time recognition and reward. Employees are human being and by nature, human beings want to feel like they have been thanked or given a good job not once a year when you do a performance review but when it's earned. Make sure that you have recognition and reward system setup from the top of your organization, something that might include -- might be a perks program where you give rewards or dollars towards massages or gym memberships for your hardworking talent.
Thirdly, you wane make sure that you always introduce new hires. When you get past 20 employees and you got new hires showing up on a weekly basis, it's very easy to lose touch with that core culture. Make sure to either introduce these new hires during your weekly all-hands meeting or send out a newsletter every couple of weeks with those new hires' photo and some of their personal and professional tidbits.
The last is to provide monthly updates. It's extremely important that employees feel included on what's going on with the company, particularly at a startup. They want to feel like it is a transparent organization that they know the company's goal and they know where they lie in terms of reaching those goals. So again, my suggestion would be having all-hands meeting but if you've grown out of that and you have too big of a company, try the newsletter approach as well. There is nothing more important to growing and sustaining the growth of your company than really taking care of your talent and having a strong company culture.