Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Don't Kill Your Culture!

2,710 views

Published on

Growth can bring many benefits — more efficient processes, more clearly defined roles — but it’s critical that founders pay attention to office culture as the business grows. Here are a few tips for maintaining the awesome culture you have.

Published in: Business
  • Be the first to comment

Don't Kill Your Culture!

  1. 1. Don’t Kill Your Culture! Tips for keeping your small business office culture awesome as you grow
  2. 2. For many employees, part of the appeal of working for a small business is the unconventional environment.
  3. 3. But sometimes the dynamic and chaotic nature of a brand-new business begins to shift as companies scale.
  4. 4. Growth brings benefits...
  5. 5. Growth brings benefits... … but it’s critical that founders pay attention to office culture during growth phases.
  6. 6. Growth brings benefits... … but it’s critical that founders pay attention to office culture during growth phases. WHY?
  7. 7. Because research shows that over the long run, culture dramatically impacts your company’s bottom line.
  8. 8. We asked small business founders, CEOs and researchers to give us their best advice on what small and medium businesses can do to keep up the energy as they grow. We asked small business founders, CEOs and researchers to give us their best advice on what small and medium businesses can do to keep up the energy as they grow.
  9. 9. Define your culture
  10. 10. By the way, we’re defining culture as “the norms of behavior and shared values of a group.”
  11. 11. By the way, we’re defining culture as “the norms of behavior and shared values of a group.” FYI: That definition came from Harvard Business School Professor John Kotter.
  12. 12. Know who you want to be Tip #1
  13. 13. Culture happens in an office setting whether you’re paying attention to it or not.
  14. 14. That’s why leaders need to be aware of its existence — and to set their course deliberately.
  15. 15. — Chris Cancialosi, partner and founder at gothamCulture. “It’s all about taking the time and creating the space, early on, to define who you are (or who you want to be) as an organization.”
  16. 16. Walk the walk
  17. 17. It’s not enough to talk about office culture —
  18. 18. It’s not enough to talk about office culture — employees need to see it demonstrated.
  19. 19. Allow employees to risk — and fail Tip #2
  20. 20. Is your company a place where it’s okay to experiment and fail?
  21. 21. In companies where failures are punished, employees will spend an incredible amount of energy blaming others or hiding their own errors.
  22. 22. That wastes time. In companies where failures are punished, employees will spend an incredible amount of energy blaming others or hiding their own errors.
  23. 23. — Ian Ziskin, president of the EXec EXcel Group “Hire people with a high ability to deal with ambiguity and to learn from things that they tried that both go well, and don’t go well.”
  24. 24. Like these tips so far? I simply must have this e-book right now. Get the free e-book to learn more Take me to it!
  25. 25. Engage your people
  26. 26. You know what kind of culture you want, and made sure it’s being talked about and demonstrated by leadership.
  27. 27. You know what kind of culture you want, and made sure it’s being talked about and demonstrated by leadership. Now it’s time to get everyone on board.
  28. 28. Look for culture over skill Tip #3
  29. 29. It’s easier to hire people who naturally share the values of your company than to train professionals to adopt values.
  30. 30. Remember though: That doesn’t mean you don’t want diversity of opinions and perspectives at work.
  31. 31. — Curtis Blair, founder of Froghair “Hiring for culture over skill helps to buttress the mission of the company,”
  32. 32. Balance play and structure
  33. 33. As you grow, hang on to the best of what small businesses do well,
  34. 34. As you grow, hang on to the best of what small businesses do well, but don’t be afraid to adopt the best practices of more mature organizations.
  35. 35. Consider succession planning Tip #4
  36. 36. A downside of being a small organization is that there may not be much room for employee growth
  37. 37. To stay ahead of this problem and retain top talent, smaller companies need to be thoughtful about succession planning as they scale up.
  38. 38. — Alec Levenson, economist and co-author of What Millennials Want from Work: How to Maximize Engagement in Today’s Workforce “It’s much better to be open and clear about it. You may want her to be there another five years, but if that’s going to be stifling and you have nothing for her in her career, take the mature, adult way of approaching the transition.”
  39. 39. Want more tips? I want my office culture to be awesome. We’ve got 18 of them. Download our e-book today Read it now!
  40. 40. thank y u

×