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Lessons About Company Culture From Big Companies
A strong company culture can be the driving force behind a business, if you have a passionate, valued team pushing your business then you are more likely to succeed. By creating a trusted, fun, yet motivational workplace you are inspiring your employees to be the best they can be whilst also reflecting the values of your company. A great company culture is bound to attract, better and more, partners, customers and employees, which in turn, creates great success!
Whilst gaining trust with customers and clients alike, a good company culture can build a committed workforce. When coming into a positive atmosphere at work, and one employees are proud to be a part of, it reflects on their performance. When you love what you do and are surrounded by an encouraging, like minded team, then they are always going to work to the best of their ability and strive to do well for the business. Therefore as an employer, it makes sense to create a strong, positive company culture to get the best from your work force and in turn get the best for your business.
Company culture has never been more important, if you look at some of the most successful businesses today, they are renowned for their unique, yet positive outlook on company culture.
Twitter, Google, Nike, all of these brands have work ethics and company cultures that stand out and inspire people to want to work for them. Consequently, we have decided to look into how some of the world’s most successful corporations handle their company culture. From Twitter to Moz, we have taken 15 lessons from businesses around the world, to see what we can learn from the best…
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15 Company Culture Lessons You Can Learn From The World’s Biggest Companies
There are many reasons for success of a business, but most of the world’s leading companies have one thing in common: a strong company culture.
a company’s culture refers to its beliefs and ideas, many of which are massively beneficial for the overall happiness and productivity of both employees and customers alike.
If you’re interested in the Cork & Company culture lessons we can learn from some really successful companies, keep reading!
Lesson: internal development creates loyalty.
Nikes head of corporate education claims that the company encourages its employees to work out which direction they would like their careers to take and when they do, let me know so they can help them to develop internally. Not only does this increase employee satisfaction, it also encourages employees loyalty to a company.
Play to your strengths.
One up Dropbox’s principles is the same “you’re smart, figure it out”. They hire on the basis that their employees are good at what they do, so they frequently trust them with big tasks. Dropbox recognizes its employees individual strengths, and encourages both personal and professional growth.
Lesson: should be mentors.
Adobe Prides itself on its creativity and Innovation which is found in most companies, including scrapping ranking and reviewing each individual brings to the team. Similarly, Adobe managers take on the role of coaches, where their main duties are to motivate each employee to set an achieve their own individual goals.
Lesson: knowledge is power.
Education is one of Twitter’s main values and it strives to ensure that each employee feels like they know more at the end of the week than I did at the beginning. It falls through with this belief via the Twitter University, where employees are provided with all manner of lessons. Also, every quarter, Twitter runs ‘hack week’ for its employees which allows them to explore any ‘crazy’ ideas or projects which they think may benefit the company.
Lesson: the glass should always be half full.
Katia Beauchamp, the co-founder of Birchbox, is a self-proclaimed ‘yes’ person and fully expect all of her employees to follow her lead. Is a negative attitude and she claims that, as soon as she sees negativity and someone during a job interview, she’s ‘out’. Beauchampbelieves that everyone has a responsibility to make their life fun and her positive attitude rubs off on her team.
Lesson: aim to break the mold.
Etsy strove to break the mold by increasing its number of female engineers and managed to do so by a huge 500% in just the year they did this by offering $500 grants to female engineer so that they could attend hacker School, a three-month course was betters engineer’s. Etsy claims that this approach also benefits the recruitment of male employees as they are excited about the promotion of diversity within the company.
Lesson: equality in the workplace promotes teamwork.
Not only does Facebook offer its employees free food, on-site laundry services, and it also provides open office spaces so that employees can walk around even the big boss doesn’t work behind closed doors. This gives the Facebook team a real sense of equality and teamwork!
Lesson Cole and honesty is the best policy.
Rand Fishkin, the founder of Moz, is impressively open with his community, blogging about proposing to his wife, along with some of his financial issuesand mazza’s failure to secure a huge deal in 2011. Transparency is one of the company’s core values and even their employees file suit.
Lesson: recognition boost morale.
Shopify employees value pure recognition as well as managerial recognition. Because of this Shopify created their own tool, called UNICORN, which allows their employees to give each other praise when something is done well.
Lesson: it pays to put employees first.
Costco CEO, Craig Jelinek, believes that putting employees first is the key to productivity, loyalty and efficiency. Jelinek Stands by his idea that all of his employees should be given a living wage and health benefits as this “puts money back into the economy and creates a healthier country”.
Whole Foods Market
Lesson: practice what you preach.
All employees at Whole Foods are entitled to a 20% discount in stores but those who are healthier get up to 30% discount. To get the bigger discount, and employees health is green for BMI, smoking status, blood pressure, and cholesterol.
Lesson: communication is key.
Google provides employees with an open door policy which allows them to access information quickly, engage in more open communication, and form working relationships faster. This is an excellent practice on Google’s part because many companies receive complaints from new employees regarding lack of communication.
Lesson: learn from your peers.
Korra gives its employees the ultimate trust and plenty of opportunities to learn from each other. The company puts out new code constantly, which is known as continuous deployment but, and many other companies, new coat has to be approved by superiors before it can be shipped-this is not the case that Quora. The company pairs new employees with mentors and, sometimes even at the end of their first week of work, there one another’s code.
Lesson coal in cultural fit encourages employee happiness.
If you want a job at Zappos, you have to first go through a ‘cultural fit interview’ which carries half of the weight of whether or not you’re hired. In fact, if you don’t think you fit the company’s culture after your first week of training, you’ll be offered $2,000 to quit. Zappos has established a solid company culture and a large part of hiring is whether or not the candidate fits into the team. This ensures that existing employees are kept content.
Lesson: engage customers with your company culture.
Biblical principles, Chick-fil-A Ames to have a positive influence on all who enter its doors. This means that it’s not just the company which reaps the rewards of its culture, but the customers, too.
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