Building a Company Culture: Live Your Values

protectculture

With the emergence of the Information Revolution and significant advancements in technology, the 21st century arrived with exciting promises of new opportunities for intellectual as well as professional growth. Unlike previous generations, the wage earners of today, many of them Millennials, are more likely to switch careers rather than stay at one job as more rewarding prospects are presented. So what, then, motivates an employee to remain with a company? What provides more satisfaction than the promise of a fatter paycheck?

Jay Wilkinson, president of Firespring, offers an answer.

In the mid 1990’s, Wilkinson launched a company that developed websites, one of the first to do it at a commercial level since the invention of the Internet. Along with a few friends, he started from the bottom and climbed his way to the top, eventually receiving money that allowed him to improve the company and expand into ten more cities around the country. Unfortunately, as tensions arose from infighting and as the economy “tanked” after 9/11, Wilkinson was removed as CEO of his own company. After years of planning and “lean[ing] very very heavy” on the people in the company, he eventually regained control of the company. Now the company has upwards of 70 employees, 3,000 customers in 12 countries, and was named one of 2011 Inc. Magazine’s top 50 Small Company Workplaces. Wilkinson attributes all of this success and the company’s redemption to the way they have built their Company Culture.

What is a Company Culture, and why is it so important to the people working a company? A culture is defined as a set of values and principles shared by members of the group. Some companies have generic values, while others seek to exercise values that coincide with the interests of their employees. People like to be involved, to be recognized, and to feel that the work they are doing is worthwhile. Just offering free coffee and snacks is not enough to make someone feel appreciated. Employees like to feel like they are part of family, all striving towards unity in a goal that benefits everyone.

At Firespring, there are 3 steps they use to “design a sustainable company culture”.

  1. Define your values- Instead of coming up with a predictable list of values, think of values that really resonate with your employees. Get them involved and see what inspires them.
  2. Hire your values- You don’t want just anybody working for your company. You want the people who are passionate about the same values because it adds to the unity of the workplace; everyone working towards one goal. It is more beneficial to a company to hire someone who shares the same mindset as the rest of the crew rather than someone who just has a lot of skills. As Wilkinson says, “Don’t hire the haters”.
  3. Live your values- “Create fellowship” among staff. Show employee and peer recognition. Offer an environment for your employees to grow, work hard, and learn while also providing a fun culture. Being serious all the time was never fun for anyone.

It is evident from Wilkinson’s presentation that Firespring has become a tight-knit community of people who love what they do and love the people they work with because of the culture they have created. They work together, learn together, and have fun together. If you are a company struggling to compete in today’s fast-paced society, it is important to remember that it’s the people, the cogs in the machine, who make a company great.

Improving Corporate Culture: Best Companies

With the recent news of employee engagement on a slight decline in North America,  it is a good time to look at who as doing company culture right. The website www.humanresourcesmba.net put together this infographic meets case study outlining the finer points of corporate culture from leaders Pixar, Patagonia, and Google.

At Pixar President Ed Catmill says in this in this video interview ”there is very high tolerance for eccentricity, very creative, and to the point where some are strange“.

Google covers things from birth to death in this quora discussion on the best Google perk.  Employee Paul Cowan says, “if a Googler dies, all their stock vests immediately, and on top of the (not atypical, I think?) life insurance payout, their surviving spouse continues to get half of the Googler’s salary for the next 10 years. And there’s an additional $1,000/month benefit for any of the Googler’s children”.

Finally, in an Inc interview with Patagonia founder, Yvon Chouinard says “Blurring the lines between work and play worked for us, because it was part of the core reasons we came to work every day“.

Corporate Culture Mindset
Image source: www.humanresourcesmba.net