How to Build an Unstoppable Company Culture
Matt Hunckler
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These shownotes were originally posted at Powderkeg.com
If you’ve seen any of the buzz that’s been circulating the internet the last few years, you might think that tech company culture is all about catered lunches, ping pong tables and allowing dogs in the office. (Which totally misses the mark, but more on that later.) So does this mean that every company that has these perks has a great culture, or that more traditionally structured companies will never have a positive culture? Not at all!
Having a great company culture has a lot more to do with leadership than beer-on-tap. And company culture isn’t just important for employees, it’s important for the bottom line too. Research from Gallup shows that companies that prioritize culture have 60% lower turnover, 10% happier customers, and 20% more sales than those that don’t. So what’s the best way to align company culture with your values and goals? And what can you do to ensure that everyone in the organization feels valued and respected?
For this week’s episode of the Igniting Startups podcast, we wanted to try something a little different.We asked 10 different CEOs, executives, and other leaders around the Powderkeg community “What is company culture?” to hear their perspective company culture: what it’s made of, how to build it, and what to look for when you’re interviewing for a new role. Tune in for more!
In this special Powderkeg episode, you’ll learn:
- Strategies to build company culture
- What to look for in a company’s culture during a job interview
- The bottom-line value of company culture
- How core values relate to company culture
- Methods to keep your culture authentic and organic
- What is culture fit, and how to find it
Please enjoy this conversation!
- Listen to it on iTunes.
- Stream by clicking here.
- Download as an MP3 by right-clicking here and choosing “save as.”
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Quotes from this episode of Igniting Startups:
“I think that culture is something that permeates every aspect of your employee and customer experience.” — Jeb Banner
“Core values aren't just ideals that hang on the wall. They should be translating into how people communicate, how people behave and how people make decisions.” — Heather Haas
“We should be able to be honest with each other, good or bad, whatever the case is. We're on the same team where we need to be rowing in the same direction.” — Jeremy Reymer
“I think some company cultures are totally external and they may share it far and wide and it becomes the fabric of how they position it to themselves.” — @Haley_Altman
“I think like a mission or a vision or even, you know, a company's perspective on how they do their work and why their work matters.”— Ryan Brock
“The only way to build a cohesive company that where the leaders are in review mode is to give people guiding principles around what we stand for.”— Brian Wolff
“A huge part of being happy in your job is enjoying who you work with, the interactions that you have with your coworkers and having that collaborative environment.”— Heidi Barker
“You're expanding the roles within the company and yet you still have to kind of stay true to your values. And stay true to your work culture.”— Egan Montgomery
“You know, you always hear this culture fit piece and honestly, culture fit can pigeon hole you into picking certain people, if the culture is too narrow. So I think for me, those three core values that we have of seeking growth, hustling hard, and enjoying life are a good kind of pillar for looking for the right people.”— Anna Julow Roolf
“Are you authentic as a leader and what's driving you? What's motivating you and how are you going to interact with me? That's really the make it or break it for culture.” — Daniel Fuller
Links and resources mentioned in this episode:
Companies and organizations:
People:
- Jeb Banner(@jebbanner)
- Haley Altman(@Haley_Altman)
- Ryan Brock (@ryanbrock)
- Heather Haas
- Brian Wolff (@BriWolff)
- Heidi Barker
- Jeremy Reymer
- Egan Montgomery (@eganmontgomery)
- Anna Julow Roolf (@Julow)
- Daniel Fuller
COMMENTS?
What stood out most to you in this podcast?
For me, it’s how core values relate to company culture.
You? Leave a comment below.
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These shownotes were originally posted at Powderkeg.com
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5 年I agree with the comments in the podcast that culture needs to be intentional and everyday moments should be observed for things that build or detract from the culture. One mistake many companies make is not writing out their vision, mission and culture values. By having these written out it is much easier to ensure folks understand the expectations. It’s easier to point out when folks are and aren’t living it and in recruiting it’s easier to allow people to decide if the culture is right for them. Having this written out is especially important as companies scale because it becomes harder for the leader to nurture the culture everywhere.
I hire high performers | Talent Finder | Culture Builder | Career Mentor | Modern HR | Human Design
5 年Featuring Jeremy Reymer?:)