You have a great organizational culture in your company. This means that you have access to a nice break room where you can play foosball. It sounds like you have access to a fancy break room where you can play foosball. But, having an organizational culture is vital. It prevents chaos in the workplace, provides security, and helps to build a foundation for future company growth. What aspects should you focus on and what should be avoided? These questions were posed to CEOs, managers, and business owners. We gathered simple, straightforward advice. The Big Book of Team Culture
This article is only a part of our Big Book of Team Culture. This ebook is free and will teach you how to build a team, improve teamwork, be a leader in modern workplaces, and create a positive team culture. We are grateful that you have subscribed! All newsletter subscribers can download this (and many other ActiveCollab Project Management Guides). Download the Ebook We are unable to subscribe you at this time. Please double-check your email address. If issue still persist, please let us know by sending an email to [email protected] Try Again Create a successful business before the cozy culture
Unhappy employees are not the best people to serve. A great organizational culture can make you stand out and be a competitive advantage. It is not worth worrying about what espresso machine your employees would prefer if your business can’t afford one. Entrepreneurs must first focus on creating a scalable business and not trying to create a cozy culture. While ping pong tables and free lunches can make companies great places to work, they are not what make them great. These are just perks that keep employees happy and make a company great. Culture should be about aligning individual values with those of the organization. It doesn’t matter which values the team has, as long as everyone shares them. Trust is built when everyone shares the same values. It’s impossible to bring back a culture to an established team later. As entrepreneurs, the best thing we can do is to find good people. Employing good people is the best way to ensure your organization’s culture is maintained.
The question of whether you hire people who fit your company culture or adapt it to team dynamics changes is a constant debate. Or do you hire anyone and wait until they fit in. Qminder’s company culture is simple: they are customer-centered and their internal communication is open and honest. Their recruitment process and careful filtering out potential misfits are what allowed them to achieve this “zen state”. First, job advertisements are very specific about what we want in a candidate. We value personal service and want applications to reflect that. To test the speaking abilities of applicants and to see how cogent they are, we request individual video clips.