Having great company culture is no longer
just an option. Today’s workers consider it as much as they consider salary and
benefits. In fact, fantastic company culture is almost expected along
with other traditional benefits.
While the culture that works for one company
might not work for another, you can learn a lot from companies who are doing it
right, and get started on company culture hacks of your own.
1. Zappos
Zappos has become almost as well known for
its culture as it is for the shoes that it sells online. What does that culture
look like?
It starts with a cultural fit interview,
which carries half the weight of whether the candidate is hired. New employees are
offered $2,000 to quit after the first week of training if they decide the job
isn’t for them. Ten core values are instilled in every team member. Employee
raises come from workers who pass skills tests and exhibit increased
capability, not from office politics. Portions of the budget are dedicated to
employee team building and culture promotion.
Great benefits and a workplace that is fun
and dedicated to making customers happy all fit in with the Zappos approach to
company culture -- when you get the company culture right, great
customer service and a great brand will happen on its own.
Takeaway: Zappos hires according to cultural fit first and
foremost. It has established what the company culture is, and fitting
into that culture is the most important thing managers look for when hiring.
This promotes the culture and happy employees, which ultimately leads to happy
customers.
2. Warby Parker
Warby Parker has been making and selling
prescription glasses online since 2010. It designs its own glasses, and
sells directly to customers, cutting out the middleman and keeping prices low.
Company culture at Warby Parker instigates
“culture crushes,” and one reason for that level of success is a team
dedicated to culture. That team means that a positive culture is on the
forefront, setting up fun lunches, events and programs. The
company makes sure that there is always an upcoming event so the entire
team has something to look forward to, and it uses methods to make sure
the entire team works well together by insisting everyone helps keep break
areas clean or sending random employees out to lunch together.
Takeaway: Warby Parker has made company culture deliberate by
creating a dedicated team tasked with coming up with events and programs to
promote community. Great company culture doesn’t happen on its own.
3. Southwest Airlines
The airline industry is often mocked for grumpy
employees and poor customer service, but Southwest Airlines bucks those trends.
Customers loyal to Southwest often point to happy and friendly employees who
try hard to help.
Southwest isn’t new to the game. It’s been in
operation for 43 years. Yet somehow, during all that time, the company has
managed to communicate its goals and vision to employees in a way that
makes them a part of a unified team. Southwest also gives employees
“permission” to go that extra mile to make customers happy, empowering them to
do what they need to do to meet that vision.
Takeaway: Employees who are convinced of a larger common goal are
people who are excited to be part of a larger purpose.
4. Twitter
Employees of Twitter can’t stop raving about
the company’s culture. Rooftop meetings, friendly coworkers and a
team-oriented environment in which each person is motivated by the company’s
goals have inspired that praise.
Employees of Twitter can also expect free
meals at the San Francisco headquarters, along with yoga classes and unlimited
vacations for some. These and many other perks are not unheard of in the
startup world. But what sets Twitter apart?
Employees can’t stop talking about how they
love working with other smart people. Workers rave about being part of a
company that is doing something that matters in the world, and there is a sense
that no one leaves until the work gets done.
Takeaway: You can’t beat having team members who are pleasant and
friendly to each other, and are both good at and love what they are doing. No
program, activity or set of rules tops having happy and fulfilled
employees who feel that what they are doing matters.
5. Chevron
While oil and gas companies are prime targets
for a lot of negative PR and public ire, Chevron employees responded favorably
towards the company’s culture. Employees compared Chevron with other
similar companies and pointed out “the Chevron way” as being one dedicated to
safety, supporting employees and team members looking out for each other.
Chevron shows it cares about employees
by providing health and fitness centers on site or through health-club
memberships. It offers other health-oriented programs such as massages and
personal training. Chevron insists employees take regular breaks. In other
words, the company shows it cares about the well-being of employees, and
employees know that they are valued.
Takeaway: Your company culture doesn’t have to be ping-pong tables
and free beer. Simply providing employee's with a sense of safety and
well-being and creating a policy where everyone looks out for each other
can easily suffice.
6. SquareSpace
This successful startup is regularly voted as
one of the best places to work in New York City. Its company culture is one
that is “flat, open and creative.” A flat organization is one where there
is no (or very few) levels of management in between staff and executives. This
approach is more common among startups, and can be tricky to maintain as a
company grows larger, generally requiring groups to form.
SquareSpace also offers robust benefits and
perks, including 100 percent coverage of health insurance premiums, flexible
vacations, attractive office space, catered meals, stocked kitchens, monthly
celebrations, relaxation spaces and periodic guest lecturers. Solid
benefits such as these help a culture, but are not the sole instigator of
successful culture. Down-to-earth leaders and direct access to management have
a great deal of impact.
Takeaway: Employees feel their voices can be heard when they aren’t
muffled under layers of management. This level of are freedom and empowerment
creates confident employees and improves morale.
7. Google
It would almost seem wrong not to mention
Google on a list of companies with great culture. Google has been synonymous
with culture for years, and sets the tone for many of the perks and benefits
startups are now known for. Free meals, employee trips and parties, financial
bonuses, open presentations by high-level executives, gyms, a dog-friendly
environment and so on. Googlers are known to be driven, talented and
among the best of the best.
As Google has grown and the organization has
expanded and spread out, keeping a uniform culture has proven difficult between
headquarters and satellite offices, as well as among the different departments
within the company. The larger a company becomes, the more that culture has to
reinvent itself to accommodate more employees and the need for management.
While Google still gets stellar reviews for
pay, perks and advancement, there are also some employees who note growing
pains that you’d expect from such a huge company, including the stress
associated with a competitive environment. Hiring and expecting the best from
employees can easily become a stressor if your culture doesn’t allow for good
work-life balance.
Takeaway: Even the best culture needs to revisit itself to
meet a growing company’s team. The most successful company culture leads to
successful business, and that requires an evolving culture that can grow with
it.
8. REI
For outdoor enthusiasts, REI has long been
the company to turn to for great gear. Employees of REI, a cooperative where
profits benefit its member-owners, also agree that this is a place where
greatness happens, even beyond the beloved camping and outdoor products. REI’s
mission is to equip both customers and employees for the outdoors, not just to
have fun but also in promoting stewardship of the environment.
REI says that its employees give “life
to their purpose,” firmly attributing company success to workers. The CEO
of REI has acknowledged that employees can get benefits anywhere, but allowing
outdoors-oriented employees to immerse themselves in REI culture is what makes
it unique. Employees can win equipment through “challenge grants” where they
submit a proposal for an outdoor adventure that would be challenging. Regular
townhall-style meetings are held where employees can submit questions
anonymously to help management understand what’s happening in the company.
Takeaway: When your employees are completely immersed in the same
interests as your company, the culture propels itself forward almost on its
own. Culture that is owned and propelled by the same people puts value in
their voices.
9. Facebook
Just like Google, Facebook is a company that
has exploded in growth as well as being synonymous with unique company culture.
Facebook offers, as do many similar
companies, lots of food, stock options, open office space, on-site laundry, a
focus on teamwork and open communication, a competitive atmosphere that fosters
personal growth and learning and great benefits.
Yet, Facebook has the same struggles as
similar companies: a highly competitive industry leads to a sometimes stressful
and competitive workplace. Additionally, a free and organic organizational
structure that worked for the smaller organization is less successful for the
larger one.
To meet these challenges, Facebook has
created conference rooms, has separate buildings, lots of outdoor roaming space
for breaks and has management (even CEO Mark Zuckerberg) working in the
open office space alongside other employees. It’s an attempt at a flat
organizational culture using the buildings and space itself to promote a sense
of equality among the competition.
Takeaway: When your company depends on new hires who excel in a
competitive field, your company culture and any associated perks will likely be
the tipping point for applicants. You must stand out from other companies vying
for attention.
10. Adobe
Adobe is a company that goes out of
its way to give employees challenging projects and then provide the trust
and support to help them meet those challenges successfully. While
it offers benefits and perks like any modern creative company,
Adobe's is a culture that avoids micromanaging in favor of trusting employees
to do their best.
Adobe products are synonymous with
creativity, and only through the avoidance of micromanaging are the people who
create those products truly free to create. For example, Adobe doesn’t use
ratings to establish employee capabilities, feeling that that inhibits
creativity and harms how teams work. Managers take on the role of a coach, more
than anything, letting employees set goals and determine how they should be
assessed.
Employees are also given stock options so
that they know they have both a stake and reward in the company’s success.
Continual training and culture that promotes risk taking without fear of
penalty are part of Adobe’s open company culture.
Takeaway: Putting trust in your employees goes a long way towards
positive company culture, because trust leads to independent employees who help
your company grow.
Conclusion
Many of these companies offer similar perks
and benefits, but those do not determine the culture completely. The approach
taken with how employees are treated and what level of ownership and trust they
are given is also a key part of company culture.
One word of caution: focusing on company
culture to the exclusion of other workforce considerations (safety, laws,
regulations) can lead to abuses or create situations where employees aren’t
comfortable. Even the best examples of culture on this list have detractors.
Remember that the best culture makes all
employees feel safe and welcome, never excluded or uncomfortable. Focusing on
“culture fit” alone makes it difficult to hire and welcome employees who are
different than the prevailing culture, even if they’d be an asset and great
counterbalance at your company. Your company culture needs adjustment if
it causes you to end up with a homogenized team who think and act the same.
Written By: Sujan Patel
Credit: Entrepreneur.com
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