The Unofficial Guide to Being a Culture Carrier at Work (and Effectively Managing Upwards)

The Unofficial Guide to Being a Culture Carrier at Work (and Effectively Managing Upwards)????????????????????????????????????????????????????

Now, stick with me for a moment—I promise I'm discussing something interesting (at least I think so; feel free to send me your comments if you disagree).

The term "culture carrier" might sound like something you'd encounter in a team-building seminar filled with yoga, trust falls, and mandatory face painting. However, it’s actually a serious, if somewhat vague, concept that is vital to the success of any modern workplace.?

Being a culture carrier isn’t about wearing team-branded T-shirts or saying yes to everything asked of you (I wrote another article on the downsides of that for those interested). However, if that's your thing, more power to you!

Instead, being a culture carrier is about embodying the values, behaviours, and attitudes that define a company’s success. I’m not talking about vague values or directives that no one really believes in. I'm referring to the things that bring colleagues together—laughter, camaraderie in tough times, and achieving success after overcoming failures. Essentially, these are the elements that can transform simple work friendships into lasting, family-like relationships.?

I am exceptionally fortunate to have this environment where I work, but it didn’t develop overnight. It has emerged because, like me, there are others in the organisation who recognise that being a culture carrier isn’t just a job; it’s an art form. It’s like being a corporate ninja who quietly ensures that the office atmosphere remains harmonious while also effectively managing communication with leadership to keep everyone aligned.

So, how do you achieve this? How do you not only uphold the culture but also encourage your leaders—and everyone else—to do the same? Let’s break it down with a sprinkle of humour and a touch of reality. ?

Step 1: Know Your Culture (or Fake It ‘Til You Make It)

First things first—what is your company culture? Is it a “work hard, play hard” environment, or more like a “work in silence, occasionally high-five” kind of place? Do people wear suits or sweatpants? Do they communicate with memes or PowerPoint presentations? Understanding your company's culture is similar to learning the rules of a board game?but with a?far less competitive spirit and more passive-aggressive email chains.

If you're not quite sure about the culture, don't worry. Just act like you do. Walk into a meeting as if you're on a mission from HR, nodding wisely when someone mentions “synergy” and casually using terms like “value proposition” in conversations. People will think you know what you’re talking about—and that’s 90% of the battle.

Step 2: Lead by Example (and Become the Walking, Talking Example)

Being a culture carrier isn’t about standing on a soapbox and yelling about “alignment” and “core values” until your co-workers start sending you passive-aggressive messages. It’s about living the culture.

Start small. Don’t send that email at 3 a.m. when everyone else is still snoozing. Trust us – we don’t think you're a hard worker because you work longer. ?Lead by example in meetings: turn up on time – this shows the greatest respect for someone else's time; don’t interrupt when someone speaks (unless it’s to politely disagree with them, in which case, do so with the grace of a ballet dancer and just don’t be a d**khead. That last one is crucial. I don’t hire or work (work well, anyway) with anyone who identifies with that label.

If your workplace values creativity, don’t just doodle on your notepad during meetings—bring a killer idea. If your company prides itself on wellness, for the love of kombucha, actually attend the meditation session instead of hiding in the break room eating chips. You are the living, breathing representation of your values, so live them.

Step 3: Be a Culture Evangelist and Stealthily Manage Upward

Now that you're embodying the company culture, it’s time to take on your next role as the unofficial Culture Evangelist. This involves subtly ensuring that everyone, including your leaders (who may or may not regard "culture" as just a buzzword), understands that company culture is non-negotiable.

You don’t need to create a PowerPoint presentation titled “Why Culture is Important” (unless that’s your style). Instead, plant seeds of culture in your everyday interactions.

For example:

• In a one-on-one meeting with your boss: "I was just reflecting on how much this company values innovation. I think we could really benefit from having an ideas drop-box on our intranet. What do you think?"
• During a team meeting: “I love how we’re embracing our core value of transparency with this project. Everyone’s feedback has been incredibly insightful!”

By casually incorporating culture-driven statements into conversations, you subtly remind those in higher positions of the importance of aligning with the company’s ethos. It's like sneaking vegetables into a lasagna—sneaky yet effective.

Step 4: Managing Upwards (While Subtly Reinforcing the Company Culture)

Now, here's where the real fun begins. Managing upwards involves navigating the tricky landscape of your boss’s preferences, quirks, and moods while maintaining your role as the unofficial ambassador of the company culture.

Here are some effective tactics:

1. Find Common Ground: Identify which aspects of the company culture your boss values. If she loves teamwork, emphasise how collaborative efforts drive success. If he thrives on innovation, suggest a creative new initiative.
2. Bring Data (and Snacks): While culture is essential, bosses often appreciate data—and snacks. Bring both. If you can demonstrate how adhering to the company culture improves productivity or increases employee satisfaction (perhaps supported by some persuasive metrics), your boss is likely to be on board. And don’t forget a box of doughnuts for good measure.
3. Be the Middleman: Sometimes, your boss may need a gentle nudge. If a project starts to stray from the company’s cultural values, don’t hesitate to step in and suggest a course correction. Phrase it as, “It might be helpful to revisit our core values here,” rather than, “This is a train wreck waiting to happen.”
4. Celebrate Successes: When something goes right, make sure to highlight how that success ties back to the company’s culture. For example, say, "Wow, this team collaboration was really impressive! It’s amazing how embracing transparency and open communication led to such great results." You’ll feel like a cultural superhero in no time.

Step 5: Keep the Humour Alive (Because Let's Face It, You Need It)

At the end of the day, being a culture carrier isn’t about striving for perfection. It’s about ensuring the company’s values aren’t just words on a wall but real, living aspects of your everyday work life. Yes, sometimes it feels like you’re trying to herd cats, especially when your boss wants you to “innovate” but keeps sending you emails at midnight.

The key to navigating this journey? A good sense of humour. After all, if you can't laugh at the absurdity of managing upwards while being the office culture guru, what’s the point?

So, carry the culture with pride, subtly influence those above you, and remember that in the hectic world of work, you might just be the hero your company didn’t know it needed. And if all else fails, at least you can brought snacks.