What should an Organization Chart look like: Customers | Front Line Worker | Middle Management | Top Management Customers pay the salaries and are the consequence of profitability, which is a result of how Shareholders. BOD, and Employees manage Customers. Meritocracy versus Nepotism Reward those that deliver, have the skills, and helping the company move ahead and care, versus those that are friends, family, or yes men Enable versus Disable Allowing the employee to make decisions and have some authority over their function as to be more productive and reduce bureaucracy, with sufficient guardrails in place, instead of disabling them into a pigeon hole. Career versus Job There has to be a career path forward, the next step, how will the employee succeed as the company succeeds, not stuck at a desk doing the same thing for decades. Benefits versus least possible compensation Do you care about your employees, then add a little to show it. Simple benefits like health and life insurance and now coming pension savings give security. Corporation versus Family Can the company be a 2nd family as we spend 1/3 of our life sleeping and 1/3 at the work

1. CREATING A
GREAT
COMPANY
CULTURE
ANTHONY GALLIANO
GROUP CEO
Cambodian Investment
Management Holding

2. About
The Speaker
Anthony Galliano, is the Group CEO of CIM Holdings, Chief Executive Office of Cambodian Investment Management and Cambodian Investment
Management Tax Services,, Chairman of Cambodian Investment Management Accounting Services, Phnom Penh BG Serviced Office,
Premium Human Resources, Affinity Star Insurance Broker and B2B Media and a Director of OBOR Management. He is a Board Member of
the Cambodian Restaurant Association and Cambodian Insurance Broker Association and s the former President of the American Chamber
of Commerce in Cambodia
Anthony is a member of Government-Private Working Group D and the Tax Working Group.
Anthony was a career corporate banker with 27 years’ international experience with ANZ, Citibank, J.P. Morgan Chase and Bank of New York.
Beginning his banking career in the United States, he has been stationed in London, Brussels, Hong Kong and Bangkok with Citibank and
Indonesia and Cambodia with ANZ. His assignments included Asia Pacific Region Head for Global Securities Services for Citibank,
Corporate Bank Head of Citibank Bangkok, ANZ Cambodia, and ANZ Indonesia
Anthony is on the board of the Digital Classified Group, Payscout, Vibe Café Hospitality, Fazwaz (Cambodia), Tanncam Investments Pte.,
Regiotels and all group companies under CIM Holdings. Anthony holds a degree in Accounting, a diploma in Cambodian Tax from CamEd
Business School, and has passed the NASD licenses for General Securities Representative, General Securities Principal, Uniform State Law,
and Registered Investment Adviser

3. Creating a Great Company Culture
THE QUESTION?
WHO ULTIMATELY IS THE BOSS?

4. Creating a Great Company Culture
CUSTOMERS ARE THE BOSS

5. Creating a Great Company Culture
Traditionally, the organization chart composed of the top management being given
the most importance and the middle management were secondary The middle
management issued orders to the front liners who finally interacted with
customers. Thus customers were the last of the organizational pyramid and
decision making still resided on top management.
In the modern customer oriented organizational design, customers are the apex
and are at the top of the organization. Front liners too have received
importance because they interact regularly with customers and the
fundamentals of 360 degree feedback have been brought forward. As in the
organizational chart, the front liners are followed by the middle management
and finally by the top management.

6. Creating a Great Company Culture
Customer obsession is a driving force behind company
success. Commitment to going above and beyond for
customers earns a loyal following

7. Creating a Great Company Culture
WHAT IS A COMPANY CULTURE?
Company culture is defined as a shared set of
values, beliefs, behaviors, goals, attitudes and
practices that make up an organization.
A company's culture will be reflected in its dress code,
business hours, office setup, employee benefits,
turnover, hiring decisions, treatment of employees
and clients, client satisfaction, and every other
aspect of operations.

8. Creating a Great Company Culture
SO WHAT MAKES A GREAT COMPANY CULTURE
Respect is far and away the biggest
single factor indicating whether employees
are happy with their work culture
Companies where workers feel respected
are far more likely to have a good culture.
Employees are treated with consideration, courtesy
And dignity and their perspectives are taken seriously
The three Rs, Respect, Reward, and Recognize.

9. Creating a Great Company Culture
RECOGNIZE
Rather than keeping your recognition rites for special events, it’s better to
entrench the element in your work culture. Positive reinforcement
transforms productivity for the better, especially with aspects like
engagement and retention.
The Company has four times the odds of achieving employee engagement
with proper recognition, according to Gallup.
Recognizing people for their achievements and efforts—no matter how
small—can light up your organization’s culture. Recognition can come in
many forms, including appreciation engagement, work perks, bonuses, and
promotions. Celebrating success is vital in building a strong company
culture. Recognize and appreciate you’re the employee, in public,
whenever they achieve milestones or demonstrate exemplary
performance.

10. Creating a Great Company Culture

11. Creating a Great Company Culture
Employee Engagement
Employee engagement is the strength of the mental and emotional connection
employees feel toward their places of work.
Engaged employees as those who are involved in, enthusiastic about and committed to
their work and workplace.
Employee engagement is "the level of an employee's psychological investment in their
organization."

12. Creating a Great Company Culture

13. Creating a Great Company Culture
Fairness
Meritocracy versus Nepotism
Meritocracy is a practice in an organization where the best people and ideas
win. In a meritocracy, everyone has the right to express their opinions and
are encouraged to share them.
• Fostering passion across the organization
• Encourage a culture of listening
• Transparency
• Accountability

14. Creating a Great Company Culture

15. Creating a Great Company Culture
Enable versus Disable
Employee enablement is a strategic practice to provide employees with everything they
need to do their job to the best of their abilities and creating an environment that
allows them to perform optimally.

16. Creating a Great Company Culture
Career versus Job
Career Pathing is crucial to a positive employee experience. Employees crave
new challenges and learning opportunities. Employees who feel they aren’t
progressing in their careers quickly enough change employers. Even less than
a year of perceived stagnation can increase the likelihood of resignation.
When asked why they’re leaving their current positions,
22% of employees cite career development (or lack thereof) as their number
one reason for departure. That turnover costs a company anywhere from 21
percent of an employee’s salary to two times the annual salary.

17. Creating a Great Company Culture

18. Creating a Great Company Culture
Benefits versus least possible compensation
Employee benefits are non-wage compensations provided to employees by an
employer. These benefits include health insurance, retirement plans, paid time
off, and more.
Over 60% of employees claimed that benefits are extremely important to their
employer loyalty.
Offering your benefits shows your workforce that you care about their lives,
health, and future. They play a significant role in employee satisfaction and
overall well-being.

19. Creating a Great Company Culture

20. Creating a Great Company Culture
Corporation versus Family
In today’s society, it has become an accepted ‘norm’ to work more
than 40 hours a week, spending 1/3 of our day in the office
Building a family atmosphere has benefits that will improve
your organization on all levels.
A family-like workplace is built on respect, common goals
and communication. When these things are present they

21. Thanks
Do you have any questions?
anthonygalliano@covenantim.com
ceo@cimhldings.com
+855 10 902 535