{"id":3813,"date":"2015-06-11T10:00:00","date_gmt":"2015-06-11T17:00:00","guid":{"rendered":"http:\/\/thinkapps.com\/blog\/?p=3813"},"modified":"2015-06-11T15:49:43","modified_gmt":"2015-06-11T22:49:43","slug":"how-to-create-compelling-company-culture","status":"publish","type":"post","link":"https:\/\/thinkapps.com\/blog\/post-launch\/how-to-create-compelling-company-culture\/","title":{"rendered":"Company Culture: It Takes a Lot More Than Free Beer and Ping Pong"},"content":{"rendered":"

In an attempt to woo\u00a0highly-sought-after talent, startups and larger organizations alike\u00a0are placing a renewed emphasis on company culture. That\u00a0can be a great thing for both employees and management\/founders … if<\/em> it\u2019s done right.<\/p>\n

Understanding Culture<\/h2>\n

Culture is the backbone of a company, dictating employee happiness and retention. It encompasses the company’s mission, beliefs, and core values in a way that\u2019s palpable when anyone interacts with the\u00a0organization.<\/p>\n

Culture is about people, including their\u00a0personalities, behaviors, and work ethic. If you think about it, when employees are satisfied with their workplace environment, their job responsibilities, work\/life balance, and compensation, they don\u2019t really have a reason to leave \u2014 unless they aren\u2019t in sync with their coworkers.<\/p>\n

Your employees should trust one another and demonstrate that trust by encouraging one another. Employees should work together toward a common goal, even if their jobs require their specific tasks to be completed independently.<\/p>\n

\"Working<\/a><\/p>\n

Digital Telepathy explained how peer camaraderie<\/a> can have a\u00a0positive effect on employee happiness and success.<\/p>\n

Personality matters \u2014 it plays a huge role in how coworkers interact. That’s why it\u2019s important during hiring to consider how a new hire would mesh with the rest of the crew. One bad apple really could spoil the bunch.<\/p>\n

(For more advice on hiring,\u00a0check out these tips from Y Combinator President Sam Altman<\/span><\/a> and the founders of Pinterest and Stripe<\/span><\/a>.)<\/span><\/p>\n

If your company culture is lacking, your office might be filled with disgruntled employees who are just there to pay the bills. The result can be devastating \u2014 former Comcast exec Frank Eliason lamented that company culture<\/a> likely had a negative impact on the telecom provider\u00a0as a whole, causing incidents like Asshole Brown<\/a>.<\/p>\n

If something like this happens at your company, it should signal a re-evaluation of culture because clearly you have some\u00a0employees who aren\u2019t taking their job seriously.<\/p>\n

On the flip-side of serious work (but not quite a-hole level shenanigans), great companies recognize that employees have to be comfortable at work to be productive. So they offer perks, incentives, and refreshing ways to make sure the work environment doesn’t seem like a pressure-filled, windowless cave of doom with fluorescent lighting.<\/p>\n

It might come in the form of comfortable chairs and nap areas\u00a0or possibly ping pong and beer. These elements can help to create a welcoming and productive environment that\u2019s comfortable for employees. After all, happy employees are motivated and driven<\/a>.<\/p>\n

With that comfort comes safety and the ability to let loose (to a degree) without repercussion. Sometimes you need a moment to regroup and do anything other than work in order to refresh your brain and get back on task. Knowing you won\u2019t be punished for it is a huge relief and allows you to get back on track without worry, fear, or stress.<\/p>\n

Staring at a task when you\u2019re mentally exhausted is just going to lead to more attrition, whereas taking a break can give you a fresh perspective and put you in the right frame of mind\u00a0to tackle the problem. (For more on this, check out\u00a0Buffer’s\u00a0explanation of the science behind taking breaks at work.<\/a>)<\/p>\n

A Note About Perks<\/h2>\n

Regardless of how ping pong and beer became bastions of company culture, they have permeated the concept so widely that it\u2019s become cliche. Look for stock photos on startups and you\u2019ll find \u2026 wait for it \u2026 images of ping pong and beer!<\/p>\n

\"Ping<\/a><\/p>\n

Here\u2019s the deal \u2014 you don\u2019t<\/i> get an amazing company culture by offering beer and ping pong alone. Frankly, I don\u2019t even\u00a0know where the concept of beer and ping pong as culture started \u2014 if it actually was about giving employees a fun\u00a0way to take\u00a0breaks or maybe a desperate attempt from a hip Baby Boomer to try and lure in the elusive Millennial creatives.<\/p>\n

The reality is that, unless you\u2019re manufacturing ping pong equipment or you\u2019re a brewer, these perks alone won\u2019t create a positive and productive working environment. Without a mutual respect and understanding of a real<\/i> company culture beyond the perks, you\u2019re just babysitting overgrown toddlers.<\/p>\n

Don\u2019t get me wrong, beer and ping pong are awesome, but the key is balance. If a company offers some wicked cool perks and a solid culture, great employees will stay. They will nurture the company and contribute to its growth.<\/p>\n

You can\u2019t let the kids out for recess and also not require them to come back. Similarly, you can\u2019t let your employees take \u201cmental breaks\u201d for 8 hours and expect your company to thrive. Healthy boundaries and balance will make the culture work for everyone.<\/p>\n

Join the Culture Club<\/h2>\n

It would be next to impossible to reshape your company\u2019s culture without knowing where your current culture stands, so take stock in what you offer new and old employees.<\/p>\n

If you\u2019re having trouble defining your culture, begin by asking questions<\/a> about the values and people of your company.<\/p>\n

Once you determine your ideal culture, you can begin thinking about the best way to implement it, keeping in mind the business’s short and long-term goals. A superficial culture will collapse under pressure, so be steadfastly dedicated to any major culture changes.<\/p>\n

The euphemism of putting lipstick on a pig is applicable here \u2014 what you present as your culture must be true, otherwise it will be overtly apparent.<\/p>\n

\"Lipstick<\/a><\/p>\n

Image credit<\/a><\/em><\/p>\n

Keep in mind that culture intrinsically comes\u00a0from the top \u2014 the beliefs and ideals of the company leaders will dictate a large portion of it, whether purposefully implemented or not. You have to believe in your culture in order to make it a realistic part of your business.<\/p>\n

An established company may have found that it has new goals, a new mission, or acquired new values \u2014 employees who have been with the company for that time need to be made aware of the new plans clearly and explicitly.<\/p>\n

Some will jump on board right away, others will jump off \u2014 either way, evaluate your employees and how they are receiving the new culture. Those who choose to leave will be better off\u00a0finding a company in which they will be a more natural\u00a0fit. It will be a benefit to you as well.<\/p>\n

Once your new culture plan is in place, you might have some employees who are sticking around for convenience and a paycheck. For those employees, it might be time to make some tough decisions. And when it comes to new hires, invest the time to get an idea of their personality and actual goals.<\/p>\n

When Glassdoor<\/a>\u00a0company reviews are readily available, great candidates (ones who do their research, at least) will be leery of joining a company that\u2019s been lambasted for poor practices, and they will easily see through insincere and misguided attempts at culture (e.g. just<\/i> ping pong and beer).<\/p>\n

Talent that\u2019s worth hiring will have goals and plans to grow with the company, not just a flashy resume that gets them in the door.\u00a0They will have a long term plan that closely aligns with that of your business, and it will be in their best interest to help your company attain it.<\/p>\n

Part of company culture includes individuals who share goals, beliefs, and values \u2014 make sure the people\u00a0you hire reflect that.<\/p>\n

<\/b>Time to Implement What You’ve Learned<\/h2>\n

Culture is a hot topic, and rightly so. Work environments are changing for the better, and competition among like businesses want the creme de la creme. A solid culture that\u2019s more than just beer and ping pong will help bring about the right candidates and make your business what you\u2019ve always wanted it to be.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

The right company culture can help startups and large organizations alike to attract and retain the top talent. Here’s how to create it.<\/p>\n","protected":false},"author":50,"featured_media":3867,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[125,100,16,101],"acf":[],"yoast_head":"\nHow to Establish a Compelling Company Culture<\/title>\n<meta name=\"description\" content=\"The right company culture can help startups and large organizations alike to attract and retain the top talent. 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