Your Company Culture is Your “Special Sauce”

The word “culture” is often mentioned in articles and blogs as something many CEOs have feared losing in a post-COVID remote work environment. In fact, many CEOs have taken a hard stance in “mandating” employees back to the office to preserve or re-ignite their company culture.

So, what exactly is “culture,” and how does it work in today’s New World of Work? In short, culture can be defined as “the way we do things here.” The most important words being WE and HERE. Every company culture is unique and is often described as a “special sauce” or a unique blend of approaches only found “Here in the US.”

The fact that culture is “embedded” in how work is done together, how communication takes place, how we make decisions, and how we generally behave with each other confirms that it is alive and well whether we are in the office together, working remotely or in a hybrid environment. So, as leaders, we need to consistently reinforce the fundamentals of what our culture is and how to “live into” it, regardless of physical geography. After all, how many of us remember the days (which may still exist) when silos were so prevalent that colleagues sitting next to each other in cubicles or on different floors did not even know each other!

For 20 years, I was a Transformational Change Executive in the Healthcare Industry. Now, as a leadership performance coach and change partner who works with private/family businesses to navigate the changes in their lifecycle dynamics, my signature engagement is designing customized learning journeys that focus on achieving organizational excellence®, with culture being the first priority.

If a company culture is not clearly communicated through its core values, universally understood, consistently role modeled by leaders, and emotionally “bought into” as well as behaviorally demonstrated by everyone—there is a problem that must be addressed. In fact, many new or outside leaders can underestimate the impact of company culture as their first priority when first arriving on the scene, and as a result, fail to get their agendas or change initiatives adopted. Your company culture surrounds all that your organization does or will try to do, so not embracing the power it has is a mistake.

Strong company cultures unify their employee community, have a sense of pride and belonging, have an inherent GPS system to guide them in decision-making based on clear values and understand what makes “talent” fit or not fit in their organization, which is a critical part of their recruitment as well as retention efforts. Company culture represents the “beliefs and behaviors” that create your “special sauce,” and it is responsible for attracting the right talent to you because they have the same shared beliefs. If they don’t, walk away. The same holds true when I am coaching leaders. If the culture of the organization is not a fit for you based on shared beliefs, walk away.

Your Company Culture—-The ingredients in your Special Sauce!

Whether you are creating a company culture for a newly launched firm or stewarding the culture of a 100-year-old family business, it all starts with your values! Your values will shape the way you interact, communicate and form relationships both internally and externally with company stakeholders. Importantly, your company values are more than just a word or phrase. They are expressed intentions of how you want to impact each other as well as the world around you.

(3) LENSES for looking at the Core Values Defining Your Company Culture:

1. Are they based on PRINCIPLES or Trends?

Principles are long-standing and will endure over time, while trends may become obsolete. For example, if “working at the speed of business” is a core value for your company, this will look different today than it did 5, 10, and 15 years ago as we have evolved from snail mail, voicemail, faxes, texting, etc. Yet the timelessness of SPEED is always relevant as a principle.

2. Are they Positively based on a North Star?

Your company values should bring out the best in your people and your organization. It needs to be a “high bar” of demonstrating what is important to you and WHY. For example, if having integrity is a value, you need to give it context and meaning. Expecting people to do the right thing is having integrity while stating “doing the right thing even when nobody is watching” is a core value that goes beyond a simple definition and calls forth a higher level of personal accountability.

3. Are they Important Enough to Integrate into Daily Interactions?

Your company values are meant to be “lived” each day. They are insightful guides for how work gets done together and what it is like to be with each other in our company. When leaders integrate what they are doing, how they do it, and why, along with communicating their values, they are “consciously” ensuring that their talent bench develops not only the technical skills required but the softer behavioral skills as well. This is what creating stewardship of the business means through reinforcing your company culture.

Today, more than ever, employees want a positive company culture that is supportive of their needs and lifestyles. To fully reach your potential as an organization, you will need the right talent. The right talent will be attracted to you based on your culture. Working for merely a paycheck is no longer enough. Your talent wants to feel motivated, appreciated, and connected to the organization’s values and goals.

Company culture is a powerful force that can drive employee engagement, productivity, and overall success. Some of the most critical components that can contribute to a vibrant and positive company culture are:

Communication and Transparency

A cornerstone of a healthy company culture is effective communication. Transparent communication builds trust between and across your employees as well as your enterprise. Regular updates, open forums, and a “safe space” environment where feedback is encouraged all contribute to a culture where information flows freely, reducing uncertainty and fostering a sense of inclusion.

Employee Engagement and Recognition

A positive company culture gets a disproportionate amount of “discretionary” employee engagement, which is “over and above” just getting the job done. Achieving this requires leaders to create opportunities for employees to be involved in the decision-making processes, provide avenues for professional development, and recognize as well as reward achievements. Employees who feel valued and appreciated are more likely to be motivated and invested in the company’s success.

Work-Life Balance and Well-being

Organizations that prioritize their employees’ well-being tend to cultivate a positive culture. This includes promoting a healthy work-life balance, offering wellness programs, and creating a supportive environment. Organizations that actively demonstrate that they care about their employee’s mental and physical health through meaningful actions, not just words or proclamations, are more likely to foster loyalty and satisfaction.

Diversity and Inclusion

A genuinely inclusive company culture values diversity in all its forms. Embracing various perspectives, thinking styles, personality preferences, backgrounds, and experiences all contribute to a more creative work environment. Companies that actively promote diversity and inclusion create a sense of belonging among employees, and this encourages everyone to bring their best selves forward in the work your company does.

Adaptability and Innovation

Embracing a culture of adaptability and innovation is crucial in today’s dynamic business landscape. Companies encouraging experimentation, risk-taking, and continuous learning are better equipped to navigate change and stay ahead of the competition. Embracing a mindset of innovation contributes to a forward-thinking culture.

Purpose and Social Responsibility

Companies with a strong culture often have a clear sense of purpose beyond profit. Engaging in social responsibility initiatives and community contributions can instill a sense of pride among employees. Aligning the company’s mission with a broader societal impact enhances the overall feeling of purpose and meaning in the workplace.

Here are examples of companies with a thriving corporate culture:

Google – Embracing Innovation and Collaboration

Google is renowned for its innovative and collaborative company culture. The tech giant encourages employees to use a percentage of their work hours on personal projects, fostering creativity and experimentation. The open office layout promotes communication and teamwork while strongly emphasizing diversity and inclusion. Google’s commitment to a positive work environment has contributed to its reputation as one of the best workplaces.

Zappos – Putting Employees First

Zappos, an online shoe and clothing retailer, emphasizes putting employees first. The company offers unique perks like a pet-friendly office, nap rooms, and a strong focus on work-life balance. Zappos believes that happy employees lead to satisfied customers, and this customer-centric approach has been a critical factor in its success. The company also practices a flat organizational structure, encouraging open communication and a sense of equality among team members.

Salesforce – Values-Driven Culture

Salesforce is known for its values-driven company culture. The company has established a set of core values, including trust, innovation, and equality. Salesforce actively promotes philanthropy through its 1-1-1 model, where the company donates 1% of product, 1% of equity, and 1% of employees’ time to charitable causes. This commitment to social responsibility has positively impacted communities and strengthened the sense of purpose among Salesforce employees.

Netflix – Freedom and Responsibility

Netflix has a culture that emphasizes freedom and responsibility. The company trusts its employees to make decisions and encourages them to take calculated risks. Netflix’s culture deck, a document outlining its corporate values, is widely regarded as a model for transparent communication. The company’s approach to talent management and its focus on hiring and retaining high-performing individuals contribute to its success.

HubSpot – Culture Code and Employee Growth

HubSpot is known for its transparent and inclusive culture. The company’s Culture Code, a document outlining its values and expectations, is openly shared with the public. HubSpot invests in employee development and growth, providing ample opportunities for learning and advancement. Their commitment to transparency and continuous improvement has fostered a positive, collaborative work environment.

How to Leverage These Insights in Your Organization

Preserving, promoting and nurturing the positivity of your unique company culture requires intentional effort and a commitment from everyone in the community. The strength of your culture will determine the strength of your organization’s future!

If your organization is considering the need for “CHANGES” in your business, whether it centers around evolving the readiness of your next-generation talent bench, your current executive leadership team, or your culture, we can be your Change-Partner.

Leadership training and skill-based learning have become a critical priority for CEOs given the dynamic challenges organizations are struggling with, including uncertain market conditions, employee turnover, and, most importantly, a lack of engagement.

We can offer you an opportunity to BREAKTHROUGH these struggles with a solution that is customized for your organization and focused on building Change-Ready leaders who can facilitate progress and align action across your organization—for both your business growth and your talent growth.

Introducing The Leadership Rigor Academy, an enterprise-level program designed for private and family businesses that can give you the competitive advantage you need to secure cultural connectivity and talent engagement and build contemporary skills for today’s hybrid work environment.

In addition to great content that utilizes whiteboard animation and cutting-edge micro-learning techniques, our easy-to-use learning platform and socially high-touch program design + delivery are achieving levels of engagement that are off the charts!

Invite your organization to engage in a customized leadership learning journey where the future of work, an amazing employee experience and collaborative peer-to-peer learning all converge to accelerate both your Business and Talent Growth!

Start your journey today at The Leadership Rigor Virtual Academy or email erica@ericapeitler.com