Leadership Without Limits: How C-Level Executives Can Drive Growth Through People-First Culture

At the very first call with a candidate at MegaFair, we ask one key question: "What is important to you?"

From that moment, we begin to shape and understand what People-First Culture means specifically for our ideal candidate profile and for our current employees.

No best practices or experiences from other companies can fully define what an excellent work environment looks like for your team unless you ask them directly.

That’s why one of the key tools for our C-level executives is communication. What do I mean by this?

At MegaFair, we prioritize establishing a foundation of regular communication and understanding the motivations behind people’s actions. We emphasize transparency in decision-making and rules, encourage feedback requests, and foster a willingness to share it.

It’s no secret that managers often face high workloads and tight schedules. But it’s crucial to pause and acknowledge that providing feedback or having a meaningful conversation with an employee is important - it directly impacts task performance, the colleague's well-being, and their sense of value and priority within the company. It’s a win-win situation.

I should note that this approach is essential not only for C-level executives but also for project managers, HR professionals, and others.

Our managers actively promote inclusivity within teams. We have no hiring location barriers, and our team includes people with diverse experiences, both qualitative and quantitative. Everyone has the opportunity to express themselves and learn from each other. Right now, it’s particularly easy to do this at MegaFair - we’re building our core team, and all you need to do is seize the opportunities available within the company. This is one of the reasons why I’m here.

We have a culture of recognition. Despite MegaFair’s relatively short operational cycle, we’ve already had instances where we’ve noticed and recognized those working "behind the scenes" and improved their working conditions in various ways. Additionally, we’ve seen potential in young employees, given them a blank slate for opportunities and tasks, and watched them become some of our top performers.

At MegaFair, People-First Culture is about playing the long game, it’s about transparency and trust, aligning plans with actions. It’s about treating employees not just as task executors but as individuals who can bring creativity to their work and elevate the entire team to a new level.

What tools do you use to maintain a People-First Culture? Share your thoughts!