Three Principles to Guide Culture With Tricia Sciortino of Belay

I often find myself blown away by the amount of incredible leadership that exists in the start-up ecosystem. As leaders of organizations that are fueled by a need for growth and constantly seeking change, we are in an incredibly unique position to affect change and to learn from one another.?

This week on The Great Retention I had the pleasure of speaking with Tricia Sciortino , CEO of BELAY , an incredible organization that is transforming the truth of what a 100% remote organization can look like.?

Our conversation touched on a few different areas, all of which are far too relatable for leaders who are driven by the need to create people-first, culture-driven organizations.

First, the idea of ‘fun’ as a Core Value.?

Tricia believed that a huge part of creating a successful organization meant embedding genuine enjoyment into the culture. For the team at Belay, this means getting creative to find activities that can bring together people from diverse backgrounds; folks who have young kids, Gen Z who are jumping into their professional careers for the first time, and so on.

I’m a huge believer in joy as a core principle. At Cooleaf , we never do anything without including an element of joy. Whether it's working on sales strategy or our Thursday all-hands, there is always space for laughter, for the less-serious side of our team.

As simplistic as it may sound, culture just isn't possible without fun.

Second, what it looks like to have deeply engaged employees.

Pulse surveys are a huge part of the culture at Belay, as they are at Cooleaf. Tricia shared with me that these check-ins are vital for maintaining a culture of engagement. At least 95% of Belay’s team always completes some form of a pulse survey. These surveys are the #1 way Tricia and her team can ensure team members aren’t just showing up, but can understand how they are showing up. This is what informs the structure of the organization.

In a 100% remote organization, checking in with your people is invaluable. The pathway to success is extremely limited if you aren’t sure where your team members stand on a weekly or monthly basis.

Make sure your folks have what they need, and if they don’t, make sure that you take the time to address how they’re feeling or what might be missing.

Third, why it's completely possible to create 100% remote working experiences that are culture-driven and deeply connected.

For Tricia and her cofounders, the goal was always to create a work-from-home culture that still felt connected and career-driven. Having children and still wanting a long-term, well-established career was the fuel behind this goal. They knew this wasn’t just what they wanted for themselves, but for every member of their growing company. With this in mind, Belay established itself as a work environment where flexibility, career growth, and humanity are the order of every day.

While Belay may be 100% remote, and while their example is instrumental for leaders of remote-only teams, the guiding principles Tricia shared during our conversation apply regardless of the environment.?

I encourage everyone to take a listen to this fantastic episode. You may find a few gems of your own hidden in Tricia’s insights!