The success of a business has a lot to do with the culture of the company itself. How happy are the employees? Is it a fun place to work? Is everyone invested in the company’s mission? These are all things that play an important role in the success of business. As a company grows in size, it is important to make an effort to maintain the company culture. But how is that done? I recently read this entrepreneur article, which gives some great advice from a number of different entrepreneurs. Below are my favorite tips that you should keep in mind as your business grows.
1) Accountability For Current Team
It is up to your current employees to keep the company culture moving in the right direction as the business grows. As new people are hired, they will look towards the current employees for how the company conducts itself.
“Building a great culture starts with the first few employees, but it gets solidified through every additional hire thereafter. That’s why I’ve instilled a sense of responsibility into current employees: It is up to them to help us maintain our positive can-do attitude as we scale.” — Olga Vidisheva, founder and CEO of Shoptiques, an ecommerce business that sells goods from local boutiques
2) Test Potential Hires’ Values
If you want your maintain the culture of your company as it grows, then it is important that you hire new employees who you are confident will not only fit into what you are trying to do but will help make the company a better place to be.
“The best way to keep your culture intact is to add people who already embody it. At Namely, we seek ‘humble heroes’: people who’ve done incredible things, yet speak in terms of ‘we’ and not ‘me’.” — Matt Straz, founder and CEO of Namely, a cloud-based platform that helps businesses manage payroll, benefits and other HR needs
3) Give Employees A Sense Of Ownership
It is important that your employees understand the importance of what they are doing on a daily basis. Make sure that they feel invested in the company and are eager to see it succeed.
“First, transparency helps everyone feel invested in the company. We also give every single employee stock in the company, because we want them to feel as invested in its success as we are.” — Joe Coleman, co-founder and CEO of Contently, a software business that helps companies build audiences by managing the workflow of marketing content
4) Bring It Back To Mission
Your company culture should reflect the mission of the business. What is it that you are trying to accomplish? Make sure that everyone understands the mission, and build a positive culture around it.
“It all goes back to Ring’s long-term mission to reduce crime in communities. We constantly drive everything around that message. For example, in product meetings we always ask ‘how does this feature help to reduce crime in communities?’ Belief in our mission isn’t something you can necessarily produce, it’s just something that you have to protect and reinforce.” — Jamie Siminoff, CEO and chief inventor of Ring, the maker of the Ring Video Doorbell, which allows users to answer the door via a smartphone
5) Keep That Personal Touch
As a company grows, it is easy those at the top to lose touch with the new employees they hire. As a leader of the company, you should make it a priority to get to know everybody in a meaningful way and keep the communication between employees flowing.
“The more employees we take on, the more important it becomes to keep BucketFeet one big, happy family by keeping an open line of communication within the office. My co-founder Raaja and I must also stay accessible by keeping hands-on roles within the company.” — Aaron Firestein, co-founder and chief artist of BucketFeet, an online retailer that collaborates with artists to design and create footwear
6) Make Cultural Growth A Habit
As the company grows, the culture should be developing to reflect the changes. This does not mean that your core values should change, but it is important to allow your company culture to grow in an even better direction.
“I have taken to blogging internally daily, which I think has been the most effective tactic. The blogging topics vary but the goal is to promote openness in our objectives and think about some big-picture concepts. Beyond that, I focus on onboarding, explicit definition of vision and values, and creating scalable company processes (like holding post-mortems often).” — Gabriel Weinberg, founder and CEO of DuckDuckGo, a search engine that focuses on user privacy and doesn’t track searches
7) Reward Those Who Help Keep The Culture Vibrant
In order to maintain the company culture over the long-run, it is important to retain the people who are actively helping to make the company culture better. Rewarding these employees is a great way to let them know that you value what they do for the company.
“We believe in testing and experimenting with new ideas. I try to ‘catch’ workers who take the initiative to practice that methodology. I love to celebrate those moments publicly to communicate to our news hires that we don’t mind learning something interesting from a well thought-out test, even if it fails miserably.” — Ian Siegel, co-founder and CEO of ZipRecruiter, which lets employers post jobs to hundreds of job boards with one submission and sends job seekers postings via tailored email alerts