How Can You Improve Company Culture?
In the quest to foster a thriving company culture, we've gathered insights from eleven executives, including CEOs and COOs. They share strategies ranging from leading by example to fostering open communication and peer recognition, detailing the transformative impacts on their organizations.
- Lead by Example for Cultural Change
- Define and Embed Core Values
- Create 4KEYC Teams for Service Consistency
- Promote Inclusion with Training and Policies
- Implement EOS for Teamwork and Transparency
- Be a Situational Leader
- Align Purpose with Employee Engagement
- Use Innovation Days to Boost Engagement and Revenue
- Celebrate Employee Achievements
- Value Employees for Stability and Growth
- Foster Open Communication and Peer Recognition
Lead by Example for Cultural Change
If you want to improve your company culture, you need to live it from the top down. Two-hundred-point font graphics printed across the office mean nothing if everyone from the C-suite down does not believe in the culture and makes decisions about daily, monthly, and yearly activities based on it.
Great culture comes from understanding who you are, warts and all, where you want to be, and what it will take to get there. You need to innovate from the goal backward.
For example, we want to be seen as a more inclusive company... Great.
Now, what does 'inclusive' mean to you? What is keeping you from being seen as inclusive, and what do you need to change in order to get there?
Actions over words!
Define and Embed Core Values
Improving company culture starts with defining the culture you have and understanding how your people feel about their day-to-day work experience. Once you know where you are, then you can begin taking steps to move in the direction of change. It takes deep listening and intention to see, hear, and understand what is actually happening in your organization. Far too many executive teams are under the impression their culture is what they aspire it to be versus what it is in reality.
Building out strong and meaningful core values is the first layer of your cultural foundation. Defining these values in specific detail, including optimal application, is critical. If folks don't understand the target, they aren't likely to meet it. Helping your people understand why values are important will help drive the changes you want to see. Clarifying how we do our work and interact is as important as the work we do, and then driving that throughout the organization in every way is the next big step.
Create 4KEYC Teams for Service Consistency
As our service areas spread across multiple locations and states, I created what we call our 4KEYC Teams; the 4 C's stand for Care, Communication, Consistency, and Culture. When you care, you communicate; communication drives consistency, and consistency drives culture. The 4KEYC Teams represent our multiple service deliveries (e.g., Child Care, Wellness, Membership, Camp, Sports, etc.) and consist of eight to 15 leaders representing multiple locations.
Within these 4KEYC Teams, professionals not only share 'glow and grow' moments but also strategize for the year, combine marketing strategies, and re-forecast after each quarter. The 4KEYC Teams cultivate connection, safety in openness to share, goal setting, and professional growth.
Promote Inclusion with Training and Policies
Companies should create safe and inclusive spaces at work. Implementing anti-discrimination policies and training for employees of all levels is crucial. Diversity & Inclusion should be at the very core of every business — in the case of B2B or B2C, it's P2P (People to People) that comes first.
A good starting point may be workshops on inclusive language and nonviolent communication. If you employ people from the LGBTQIAP+ community, including transgender individuals, learn how to interact with them with respect and make them feel welcome.
Small changes can have a significant impact.
Implement EOS for Teamwork and Transparency
We recognized early on that the backbone of a thriving culture lies in the integration of solid systems and genuine teamwork. With this in mind, we implemented the Entrepreneurial Operating System (EOS), which provided a structured framework that helped us define clear, transparent goals accessible across all levels of our team. This transparency allows every team member not only to see their goals but also to understand how they can support their colleagues in achieving theirs. It's led to a big increase in collaboration and efficiency, and it has boosted our productivity while also bringing the team closer together with respect and camaraderie.
Be a Situational Leader
The best way to improve culture is to be aligned with universal law. Treat people with respect. Treat them as professionals. Do not be a clock-puncher. They know the work that must be done. As long as it gets done, don't worry about clock hours. Finally, be a situational leader. Use the various styles of leadership to fit the individual situation. Let your workers be decision-makers when the time is appropriate. Involve them in your decision-making process when the option is warranted. Be good to your people, and they will be good to you.
Align Purpose with Employee Engagement
A specific strategy we implemented to enhance our company culture involved clearly defining our organizational purpose and actively engaging employees with this vision. This approach significantly boosted employee motivation and satisfaction, which in turn improved productivity across the company. Additionally, we emphasized ethical practices and transparency, which fostered trust both within our team and with external stakeholders, thus enhancing our reputation and attracting quality talent and clients. Fostering teamwork and adaptability also helped us innovate and remain competitive in a rapidly changing market.
Use Innovation Days to Boost Engagement and Revenue
One specific strategy that we implemented at Spectup to improve company culture was the introduction of "Innovation Days." This initiative allowed employees to set aside their regular work every quarter to brainstorm and develop innovative projects that interested them, whether they were related to current business challenges, new technologies, or potential services we could offer.
The impact of Innovation Days was multifaceted. First, it significantly boosted employee engagement. Team members were excited about the opportunity to work on passion projects and appreciated the trust and freedom they were given to explore new ideas. This led to a noticeable increase in job satisfaction and team cohesion, as employees from different departments collaborated in creative ways.
Secondly, this strategy led to tangible business innovations. Several ideas generated during these sessions were developed into successful new services that opened additional revenue streams for the company. Furthermore, the fresh perspectives and solutions contributed to improving our existing processes and services.
Celebrate Employee Achievements
Every time the sales team closes a significant deal, we ring the gong over streams, with the entire team gathering for a quick cheer. This creates a sense of excitement and shared accomplishment, motivating not just the sales team but also other departments who see the impact of their contributions. We don't limit the gong to just major sales wins. We also celebrate smaller departmental milestones or individual achievements. This ensures everyone feels valued and motivates consistent effort.
Employees feel appreciated for their contributions, leading to higher job satisfaction and a more positive work environment. Celebrating together fosters a sense of camaraderie and collaboration across departments. The positive reinforcement of celebrating wins inspires individuals and teams to push for further success.
Value Employees for Stability and Growth
Stakeholders need to value employees and provide them with a comfortable working environment. Employees are the assets of the company. Stability will improve the efficiency and growth of the business. Reward the employees for their achievements. Companies need to have a cost budget and cash flow planning in line with the business goals of the company. SWOT: Work on strengths, know your weaknesses, capitalize on opportunities, and working with a talent pool leads to success. Thanks, Gaurav Singhvi.
Foster Open Communication and Peer Recognition
From my experience, fostering an environment of open communication has been pivotal in improving our company culture at Dental SEO Expert. We implemented a strategy where all team members are encouraged to share their insights and challenges during weekly round-table discussions. This approach promotes a sense of belonging and collective responsibility. Everyone feels their voice is heard and valued, which boosts morale and engagement.
Recognizing and rewarding effort and achievements significantly contributes to a positive company culture. We introduced a peer-recognition program where team members can nominate colleagues for their hard work and innovation. This initiative fosters a supportive atmosphere where achievements are celebrated company-wide. It's a simple yet effective way to reinforce our values and encourage a team-oriented approach.
For instance, after implementing these strategies, we undertook a major project for a dental clinic looking to increase its market reach. Our team's enhanced cooperation and morale led to innovative marketing strategies that significantly improved the clinic’s online presence. Post-implementation, the clinic experienced a 40% increase in new patient sign-ups and a 30% increase in website traffic within the first three months.
