Shaurya Jain, Samurai Marketers
In our agency, Samurai Marketers, since most of our people are remote, clear and constant communication work for us.
We make sure everyone is heard, and no one is left behind.
We also value the work-life balance.
When it comes to delegating tasks, we make sure one is not so loaded that he won’t be able to attend to his personal matters anymore.
Acknowledging work.
We give bonuses as a token of appreciation, and to motivate our people as well.
Paul Posea, Superside
Many people assume that company culture is all about meeting at the watercooler to share ideas or work perks like free lunches and holidays together. Other people assume it’s all about the hussle and providing value.
However, in my opinion it’s more about values, than providing value. So here are our guidelines for creating a great company culture that stands the test of time:
1. Defining a core value
The core value should be something that most people can see as valuable in their lives that goes beyond performance or making money for the company. Things like “being Kind”, “Honesty” and even selling “ideas or solutions” instead of products can propel your company culture to new heights.
2. Working normal hours
Company culture should resonate with the experience people have while working and not working. I recommend banning weekend work and overtime and implementing “Summer Fridays” when people can leave early or take a day off at the end of the week. This might provide some unexpected positive results and create an engaged workforce.
3. Stop Micromanaging
While maintaining target objectives and keeping everyone on track is useful, micromanaging is another story. If you manage to hire great people and mentor them properly, you should be able to trust them to do their job without giving too many details. If they don’t see you trust them, a culture of fear and incapability will start developing.
David Morneau, inBeat Agency
Building my company culture was deliberately intentional. From the very beginning, I knew it is not a given asset to an online business and that I have to focus on improving it.
Positive reinforcement is something we have been working with for a while and experiencing a visible growth in productivity. What we do differently from a general reward system is that we set personalized monthly goals for each team. It is then more likely they feel supported and motivated.
Once the results are delivered on time, we reward all the team members who contributed to the result. Encouragement for actions aligned with the culture will go a long way.
Chris Thomas, Talkative
When it comes to creating a great company culture there are a lot of moving parts to get right – from supporting your employees personally to providing the team with a sense of unity via shared goals.
That said, for SaaS businesses, one really useful tactic is keeping your team up to date on the progression of all leads, partnerships, and customers.
Having transparency about the deals being discussed and the opportunities that arise remind all team members – from sales to marketing to development – that you’re all working to the same end. What’s more, it creates a great sense of camaraderie – especially when you land a new deal or customer!’
Roxana Motoc, SocialBee
Any leader who wants to improve the culture inside the company has to start by connecting people to a purpose.
Employees need to know where you’re headed, your reason for being, and how you’d like to make an impact in the world while helping others. You can have the best mission, strategy, or values set in place, but if your people do not know WHY they show up each day, then, you’ll be stuck in a never-ending loop of hiring new people each quarter.
More than that, employees will stay longer with you if they know in what ways their work is meaningful. If you want loyal employees, communicate your purpose often and loudly. Many times ignored by so many leaders or people in management, internal motivation is a deal-breaker for so many employees, across all multiple layers of a business.
The vision can come directly from the founder or even the CEO, both people who understand the company on such a deep level that they’re able to bring sense to all departments, whether it’s marketing, sales, customer support, HR, and so on.
Lydia Sims, Pearl Lemon
Improving company culture starts with pulling everyone together. Being in a remote