The document discusses the importance of company culture for business success and employee retention. It notes that companies with strong cultures have outperformed the market and that creating an engaging culture is a top challenge for HR leaders. Specific strategies discussed for building culture include focusing on employee values fit during hiring, using feedback tools to regularly check-in on employee engagement, and implementing programs like open-book management to foster transparency and involvement. The presenters aim to help other businesses develop high-performing cultures through these and other best practices.

1. color-logo-500pxl NO BACK
E-KICKSTART 10-14-2016
START-UP CULTURE FOR A
WINNING TEAM
Tim Rettig – Intrust IT & Mark Homer – GNGF
@intrustIT | @gngfound

2. MARK HOMER

3. TIM RETTIG

5. • @gngfound
WHY CULTURE?
“Since 1998 the [Fortune Magazine]100 Best Companies have
outperformed the S&P 500 index by a ratio of nearly 2 to 1”
“The best employers are better because more business leaders are
focused on workplace culture as a competitive tool.”
HR leaders consider culture and engagement their number-one
challenge, according to a recent study by Deloitte University Press.
BETTER PERFORMANCE

6. WHY CULTURE?
• 54% of actively disengaged employees say they would consider
taking a job with a different company for a raise of 20% or less
• Employees who are ‘engaged and thriving’ are 59% less likely to look
for a job with a different organization in the next 12 months.
• Turnover typically costs about 20% (or more) of an employee’s
annual salary
BETTER RETENTION

7. WHY DO PEOPLE LEAVE
• Wrong fit for position (bad hiring)
• Don’t like their Manager
• Don’t see opportunities for promotion or growth
• Don’t feel appreciated

8. CULTURE IS MORE THAN HAVING BEER AND PING-PONG
…many companies have established a wide
variety of perks from working from home to
office gyms….However, these companies still
fail to take into account the research. A Gallup
poll showed that, even when workplaces
offered benefits such as flextime and work-
from-home opportunities, engagement
predicted wellbeing above and beyond
anything else. Employees prefer workplace
wellbeing to material benefits.

9. REAL FEEDBACK FROM OUR TEAM…
“The overall work environment and type of work that I am doing on a
daily basis are very desirable to me. The fact that our work is positively
impacting several people's lives is something that motivates me every
day.”
“The company culture. I feel like everyone cares about the company
and each others success.”
“Autonomy to get work done without micromanagement or excessive
oversight. I'm accountable for my own success.”

10. NOT ONCE WAS ANY OF THIS MENTIONED
• Unlimited Vacation
• Beer:30 Friday
• Ping-pong table
• Dog-Friendly Office
• 401k match
• Health Benefits

11. Can you answer:
“What are you doing to
make sure your team
is engaged?”

12. COMPANY GOALS AND VALUES
• How does the employee’s goals and values align
with your company’s goals and values?

13. HIRE FOR VALUE FIT
• You must know your company values before you can hire to them
• Create multiple questions for each value
• Why have they left other jobs?
• Involve as many people in hiring as you can
• Skills can be taught - Culture/Value-fit often cannot

15. +People
-People
-Results +Results
Driving
Culture
The Culture Quad
Apathetic
Culture
Maternal
Culture
Integrated
Culture

16. RESULTS THROUGH TRANSPARENCY
Ticket Company Name Last
Name
First
Name
Response Points Technician(s)
696326 Warren County Elderly
Services Program
Burke Ann 100 CHolden
695087 Franklin City Schools Irgens Craig 100 AWeast
BScholl
699990 Miami Township Ryan Jennifer 100 MErtel
700315 5ME Massmann Bob Very polite! 75 MErtel
699293 National HVAC Services Hack Vicky 75 MErtel
700427 Kelly Brothers Kelly Stephen 100 AWeast
700462 Kelly Brothers Kelly Stephen 100 MSanta
700382 Carlisle and Finch Banks Chrissy 100 JStidd
700009 Aronoff Rosen & Hunt Co. Frietch Nancy 100 BScholl
699990 Miami Township Ryan Jennifer 100 MErtel
699265 UFCW Benefits & Pensions Hilbert Juanita Andy was very patient and professional. A delight to
work with.
100 AWeast
698073 Westminster Financial
Securities
Fahey Cecile Just to let you know, Matt Erter was very helpful,
patient and professional.
He is truly an asset to your team.
100 MErtel

18. THE TWELVE ELEMENTS
“Based on Gallup’s
ten million work
place interviews –
the largest
worldwide study of
employee
engagement.”

19. CREATE YOUR OWN SURVEY

20. OUR INITIAL RESULTS
4.61
4.57
4.52
4.48
4.43
4.39
4.26
4.17
4.17
3.96
3.87
3.77
0 0.5 1 1.5 2 2.5 3 3.5 4 4.5 5
5. My supervisor, or someone at work, seems to care about me as a person.
2. I have the materials and equipment I need to do my work effectively.
1. I know what is expected of me at work
3. At work, I have the opportunity to do what I do best every day.
9. My co-workers are committed to doing quality work.
12. This last year, I have had opportunities at work to learn and grow.
6. There is someone at work who encourages my development.
8. The mission and/or purpose of my comapany makes me feel like my job is
important.
10. I have a best friend at work (someone I trust I can confide in).
7. At work my opinions seem to count.
11. In the last six months, someone at work has talked to me about my progress.
4. In the last seven days, I have received recognition or praise for doing good work.

21. IMPROVEMENTS
1. Better recognition
• Companywide “Appreciation Circle”
• Daily “Woots” in Morning Huddle
• Quarterly Recognition Awards
2. More timely feedback
• Upgraded review system
• Weekly one-on-ones with manager
3. Ability to affect change
• Weekly one-on-ones with manager
• Implemented online feedback system
• Monthly companywide meeting with “AMA” session

22. BEST PLACES TO WORK
Finalist:
2011
2012
2013
2014
2015
2016

23. ORGANIZED BY THE BUSINESS JOURNALS

24. DATA COLLECTED BY QUANTUM

25. 2015 RESULTS

26. 2015 RESULTS

27. 2015 RESULTS

28. BPTW YEAR TO YEAR COMPARISON
89.92
96.36
93.24 93.35
91.42
93.32 93.21
92
97
2012 2013 2014 2015
Intrust IT Average Finalist Winner

29. 2015 RESULTS SUMMARY

32. YEARLY FEEDBACK ISN’T ENOUGH

33. WEEKLY OFFICEVIBE SURVEYS

34. ENGAGEMENT 2.0
Open Book Management

35. GREAT GAME OF BUSINESS

37. 2017 PROJECT

38. HOLACRACY

39. INTRUST 2020 GOAL

40. RESOURCES
• Books:
• Traction - http://amzn.to/2dM50cC
• Get a Grip - http://amzn.to/2e9sSm7
• A Stake in the Outcome - http://amzn.to/2dkG4pA
• The Great Game of Business - http://amzn.to/2dJychP
• The 4 Disciplines of Execution - http://amzn.to/2dJxD7W
• The Advantage - http://amzn.to/2dkFhVr
• Delivering Happiness - http://amzn.to/2e9rvnm
• Scaling up - http://amzn.to/2erUpCp (for bigger companies)
• Tools
• OfficeVibe - https://www.officevibe.com - Tim & Mark both use
• 15Five - https://www.15five.com/
• Hey Taco - https://www.heytaco.chat/ - integrates with Slack
• Bonusly - https://bonus.ly/
• Organizations:
• Aileron - http://www.aileron.org/
• EO - http://www.eocincinnati.com/
• GGOB - http://greatgame.com/
• Goering Center - https://business.uc.edu/centers/goering.html
• Holacracy - http://www.holacracy.org/
• National Center for Employee Ownership - http://www.esop.org/
• Hiring
• TopGrading - http://www.topgrading.com/
• Disc Profile - http://www.thediscpersonalitytest.com/
• Wonderlic - http://www.wonderlic.com/

41. Questions?

42. THANK YOU
Tim Rettig – Intrust IT
https://www.linkedin.com/in/timrettig | @timrettig
Mark Homer – GNGF
https://www.linkedin.com/in/markhomer | @mark_homer
@intrustIT | @gngfound