SlideShare a Scribd company logo
what is culture?
a set of shared beliefs,
great culture
attracts
great people
great people
create
great culture
great culture
helps people
deliver their
best work
This document is part manifesto & part employee handbook.
It‟s part of who we are and who we want to be.
values and practices
culture isn’t born.
it’s forged.
our culture defies convention by combining the
best practices of other companies with
progressive ideas we have not seen elsewhere.
THE 10 UNCONVENTIONAL
PILLARS OF OUR CULTURE
we operate
on trust1
we operate on trust1
 Just because someone made a mistake
years ago doesn‟t mean we need a policy
 We only protect against the really big stuff
We don‟t have pages of policies
and procedures
we operate on trust1
We have 3 short policies for just
about everything:
do what is right
1
use good judgment
2
act in SocialRadar‟s
best interest
3
we operate on trust1
 Social media policy
 Travel policy
 Sick day policy
 Expense reimbursement policy
 Technology for work policy
 „Buy a round of drinks at an
event‟ policy
 „Work from home during a
blizzard‟ policy
do what is right
1
use good judgment
2
act in SocialRadar‟s
best interest
3
Our policy on all of these things (and most other things)
we stay
relevant2
we stay relevant2
We stay current, we
stay cutting edge.
We don‟t shun new
technology – we
become early
adopters and
experts of it. We
pilot everything.
We share what we
learn.
We share our new
discoveries and
experiences with
each other – from
tech to pop culture.
We are active on
social media. We have
Twitter accounts and
we use LinkedIn, etc.
We contribute daily
to social sites. We
share the great
content we
discover.
we stay relevant2
We develop for the iPhone and Android and we are
all power users of both.
 We are mobile - live it.
SocialRadar is running all the time.
 We are super-consumers of our own product.
We see blockbuster movies on opening weekend,
discuss the news and invite speakers that come to
educate the group.
 Stay relevant - by staying current.
we are building for
where the market
is going to be
3
we have a vision and
a mission that will
get us there
we are building for where
the market is going to be3
…not for where it is now. And not for
where everyone believes it is going.
We see where the market is going to
end up. That‟s what we‟re building for.
It's really hard to design
products by focus groups.
A lot of times, people don't
know what they want until
you show it to them.“ - Steve Jobs
we actively
participate in
the community
4
We participate in DC tech events, attend tech
meet-ups and foster connections with our fellow
techies, designers, marketers, etc.
We believe in helping our family and friends. We
help our co-workers. We help other startups and
technology companies as well as fellow
entrepreneurs. We are active members of a
community and will do our part.
we actively participate
in the community4
we believe in
working as a team5
we believe in working
as a team5
Small groups are mighty forces.
We work in small
groups – from
development to
marketing.
There is little to no
telecommuting
because we
believe teams
work better face-
to-face.
Both in work and
outside of work –
we encourage
group lunches,
group movies,
group exercise.
we believe in working
as a team5
 Cancel unproductive meetings
 Limit internal scheduled meetings to 20 minutes
(except 1:1s or companywide)
 No pre-scheduled auto-recurring meetings
Meetings are not
necessarily teamwork:
we all contribute…
differently6
we all contribute…
differently6
Everyone has different strengths and
weaknesses – but we all chip in – we are a
startup. Our jobs may include strategy and
product design but they also include building
our own desks and taking out the trash.
A gear-shift has a different job
than a steering wheel but all are
needed to run the car
we all contribute…
differently6
 Management should not be everyone‟s career goal. We can excel
and grow in a variety of roles.
 Manager of the accounting department is a different job than an
accountant – not necessarily a higher or more important job.
 We believe in keeping the organization as flat as possible. But
managers are needed as a company grows. We will not create
another level until a manager has a minimum of 6 direct reports.
Management is not a higher position.
It is a different skill:
we believe in
constant feedback7
we believe in
constant feedback7
No annual reviews but feedback all the time:
As a team member,
you have the right
to candid and
constructive
feedback. We are
replacing the
traditional annual
review in favor of
more frequent
feedback.
Don‟t be offended
by feedback. It will
help you grow.
Respond positively:
“Great – now I
know what I can do
better in my job –
thank you for
telling me.”
If feedback isn‟t
helpful or you don‟t
take feedback well,
this may not be the
place for you. Not
every company is a
good fit for every
employee. If that‟s
the case, we will
part on great terms.
we value your
contribution &
your career
8
we value your contribution
and your career8
 We are building a company for the community,
our co-workers, and ourselves. Everyone owns a
piece of what we‟re building with our generous
stock program.
 Upon joining SocialRadar, you are allotted a set
amount of stock. Additional grants are made
based on individual contributions to the company.
Everyone is an owner:
we value your contribution
and your career8
 We will align our people to the market annually.
 Some, but not all, positions will increase in comp because their
value in the marketplace is moving up, driven by increasing
skills and/or greater demand for an area of expertise.
 It‟s a healthy idea – not a traitorous one –
to explore what other firms would pay you:
– Interview and talk to peers at other companies. Talk with
your manager about what you find
We value our employees:
Minor exception: no interviews with firms that are direct competitors.
Often they are trying to get confidential information.
we believe in
work + life, not
work vs. life
9
we believe in work + life,
not work vs. life9
 Please prioritize important family or
personal events.
 Because we strive to do an amazing job, we can
take all the time we need (marking our calendars,
of course). We also take off on most NYSE holidays.
We have unlimited vacation and
sick leave and a flexible schedule:
Recognized NYSE holidays: New Years Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, Christmas Day
we believe in work + life,
not work vs. life9
 The basis for good teamwork is respect for each other‟s time.
We ask that everyone start the day by 9:30 am.
 We understand that people work late, so let‟s work late
together:
– Monday and Thursday we will work until 9:00 pm and provide
dinner for the team
– Tuesday and Wednesday we will leave at a normal time and try
not to schedule other meetings so you can go home for dinner
We have coordinated work schedules:
we believe in work + life,
not work vs. life9
 We workout and stay active. (well you workout –
but if you do we pay for it.)
 We (try to) eat healthy. We stock our kitchen area
with healthy food and drink. And only some junk
food (mostly cupcakes).
And we firmly believe our time at work
should positively impact our „life.‟:
Gym memberships are covered by SocialRadar. Other workout
programs will be covered within reason.
we are perpetually
a work-in-progress10
we are perpetually
a work-in-progress10
Expect Change
We are driving the car while
building it. It‟s difficult and painful
but necessary as we constantly
readjust to the road ahead.
we are perpetually
a work-in-progress10
Try to be better
than you were
yesterday.
We would rather fail
frequently then never
try. We all fail at
something everyday.
Learn from your
mistakes and try not
to make them again.
we are perpetually
a work-in-progress10
iterating
never done
learning
never done
rethinking
never done
When we finish something we look back
and see how it can be made better.
Then we start again. (After we finish all
of our other work.)
6. We all
contribute…differently.
7. We believe in constant
feedback.
8. We value your contribution
and your career.
9. We believe in work + life,
not work vs. life.
10. We are perpetually a work-
in-progress.
1. We operate on trust.
2. We stay relevant.
3. We are building for where
the market is going to be.
4. We actively participate in
the community.
5. We believe in working as a
team.
This deck was based on:
1. great culture ideas copied from leading companies that we
respect (see below)
2. A decade of experiences shared by Michael Chasen
3. the input of many other (very smart) people
HubSpot Culture Presentation
http://www.slideshare.net/HubSpot/the-hubspot-culture-code-creating-a-company-we-love
Netflix Culture Presentation
http://www.slideshare.net/reed2001/culture-2009
Zappos Corporate Culture Presentation
http://www.slideshare.net/Thor/zappos-lessons-building-a-customerfocused-culture?from_search=1

More Related Content

What's hot

Digital 22 Culture Code
Digital 22 Culture CodeDigital 22 Culture Code
Digital 22 Culture Code
Digital 22 Online Limited
 
Tech in asia culture code v3
Tech in asia culture code v3Tech in asia culture code v3
Tech in asia culture code v3
Tech in Asia
 
TempAlert Culture Code
TempAlert Culture CodeTempAlert Culture Code
TempAlert Culture Code
Jeremy Macdonald
 
Pop Inc. Culture - v1
Pop Inc. Culture - v1Pop Inc. Culture - v1
Pop Inc. Culture - v1
Pop Inc.
 
Handy culture deck v2.0
Handy culture deck v2.0 Handy culture deck v2.0
Handy culture deck v2.0
Handy
 
Soundstripe culture deck 2017
Soundstripe culture deck 2017 Soundstripe culture deck 2017
Soundstripe culture deck 2017
Travis Terrell
 
The Socious Way Culture Code: How We Work & What We Value
The Socious Way Culture Code: How We Work & What We ValueThe Socious Way Culture Code: How We Work & What We Value
The Socious Way Culture Code: How We Work & What We Value
Socious
 
Percolate's Company Values
Percolate's Company ValuesPercolate's Company Values
Percolate's Company Values
Percolate
 
Criteo Culture Book
Criteo Culture BookCriteo Culture Book
Criteo Culture Book
CaroleMichaud4
 
Buffer culture 0.6 (With a change to Be a No Ego Doer)
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer culture 0.6 (With a change to Be a No Ego Doer)
Buffer culture 0.6 (With a change to Be a No Ego Doer)
Buffer
 
Handy Culture Deck v1.0
Handy Culture Deck v1.0Handy Culture Deck v1.0
Handy Culture Deck v1.0
Handy
 
Hootsuite's Manifesto: Building a Social Revolution
Hootsuite's Manifesto: Building a Social RevolutionHootsuite's Manifesto: Building a Social Revolution
Hootsuite's Manifesto: Building a Social Revolution
Hootsuite
 
GiveForward culture deck
GiveForward culture deckGiveForward culture deck
GiveForward culture deck
ethan austin
 
Culture at Nanigans
Culture at NanigansCulture at Nanigans
Culture at Nanigans
Nanigans
 
Buffer's 6 Values, Version 2.0
Buffer's 6 Values, Version 2.0 Buffer's 6 Values, Version 2.0
Buffer's 6 Values, Version 2.0
Buffer
 
Code as Craft: Building a Strong Engineering Culture at Etsy
Code as Craft: Building a Strong Engineering Culture at EtsyCode as Craft: Building a Strong Engineering Culture at Etsy
Code as Craft: Building a Strong Engineering Culture at Etsy
Chad Dickerson
 
Acceleration Partners Culture Deck
Acceleration Partners Culture DeckAcceleration Partners Culture Deck
Acceleration Partners Culture Deck
Acceleration Partners
 
IMPACT Culture Code
IMPACT Culture CodeIMPACT Culture Code
IMPACT Culture Code
Bob Ruffolo
 
Tettra Culture Code
Tettra Culture CodeTettra Culture Code
Tettra Culture Code
Nelson Joyce 🐟
 
CultureTalk: Our #CultureCode
CultureTalk: Our #CultureCodeCultureTalk: Our #CultureCode
CultureTalk: Our #CultureCode
CultureTalk
 

What's hot (20)

Digital 22 Culture Code
Digital 22 Culture CodeDigital 22 Culture Code
Digital 22 Culture Code
 
Tech in asia culture code v3
Tech in asia culture code v3Tech in asia culture code v3
Tech in asia culture code v3
 
TempAlert Culture Code
TempAlert Culture CodeTempAlert Culture Code
TempAlert Culture Code
 
Pop Inc. Culture - v1
Pop Inc. Culture - v1Pop Inc. Culture - v1
Pop Inc. Culture - v1
 
Handy culture deck v2.0
Handy culture deck v2.0 Handy culture deck v2.0
Handy culture deck v2.0
 
Soundstripe culture deck 2017
Soundstripe culture deck 2017 Soundstripe culture deck 2017
Soundstripe culture deck 2017
 
The Socious Way Culture Code: How We Work & What We Value
The Socious Way Culture Code: How We Work & What We ValueThe Socious Way Culture Code: How We Work & What We Value
The Socious Way Culture Code: How We Work & What We Value
 
Percolate's Company Values
Percolate's Company ValuesPercolate's Company Values
Percolate's Company Values
 
Criteo Culture Book
Criteo Culture BookCriteo Culture Book
Criteo Culture Book
 
Buffer culture 0.6 (With a change to Be a No Ego Doer)
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer culture 0.6 (With a change to Be a No Ego Doer)
Buffer culture 0.6 (With a change to Be a No Ego Doer)
 
Handy Culture Deck v1.0
Handy Culture Deck v1.0Handy Culture Deck v1.0
Handy Culture Deck v1.0
 
Hootsuite's Manifesto: Building a Social Revolution
Hootsuite's Manifesto: Building a Social RevolutionHootsuite's Manifesto: Building a Social Revolution
Hootsuite's Manifesto: Building a Social Revolution
 
GiveForward culture deck
GiveForward culture deckGiveForward culture deck
GiveForward culture deck
 
Culture at Nanigans
Culture at NanigansCulture at Nanigans
Culture at Nanigans
 
Buffer's 6 Values, Version 2.0
Buffer's 6 Values, Version 2.0 Buffer's 6 Values, Version 2.0
Buffer's 6 Values, Version 2.0
 
Code as Craft: Building a Strong Engineering Culture at Etsy
Code as Craft: Building a Strong Engineering Culture at EtsyCode as Craft: Building a Strong Engineering Culture at Etsy
Code as Craft: Building a Strong Engineering Culture at Etsy
 
Acceleration Partners Culture Deck
Acceleration Partners Culture DeckAcceleration Partners Culture Deck
Acceleration Partners Culture Deck
 
IMPACT Culture Code
IMPACT Culture CodeIMPACT Culture Code
IMPACT Culture Code
 
Tettra Culture Code
Tettra Culture CodeTettra Culture Code
Tettra Culture Code
 
CultureTalk: Our #CultureCode
CultureTalk: Our #CultureCodeCultureTalk: Our #CultureCode
CultureTalk: Our #CultureCode
 

Viewers also liked

Econsultancy: What We're About
Econsultancy: What We're AboutEconsultancy: What We're About
Econsultancy: What We're About
Econsultancy
 
True north leadership presentation
True north leadership presentation True north leadership presentation
True north leadership presentation
Wandakani Shadap
 
Creating a Culture of Employee Success
Creating a Culture of Employee SuccessCreating a Culture of Employee Success
Creating a Culture of Employee Success
Achievers
 
Company Culture under Pressure | Growing Business changes Behaviour
Company Culture under Pressure | Growing Business changes BehaviourCompany Culture under Pressure | Growing Business changes Behaviour
Company Culture under Pressure | Growing Business changes Behaviour
BERATUNG JUDITH ANDRESEN
 
Julian jenkins from data measures
Julian jenkins from data  measures   Julian jenkins from data  measures
Julian jenkins from data measures
Julian Jenkins
 
Lars Rosengren - Finding Your True North - Productized15
Lars Rosengren - Finding Your True North  - Productized15Lars Rosengren - Finding Your True North  - Productized15
Lars Rosengren - Finding Your True North - Productized15
Productized
 
5 Types of Leaders Who Derail
5 Types of Leaders Who Derail5 Types of Leaders Who Derail
5 Types of Leaders Who Derail
Wiley
 
Finding True North
Finding True NorthFinding True North
Finding True North
Jonathan Ronzio
 
Agile Culture and Adoption Survival Guide @ Agile New England
Agile Culture and Adoption Survival Guide @ Agile New EnglandAgile Culture and Adoption Survival Guide @ Agile New England
Agile Culture and Adoption Survival Guide @ Agile New England
Michael Sahota
 
The art of strategic conversation
The art of strategic conversationThe art of strategic conversation
The art of strategic conversation
Julian Jenkins
 
HR #in10years
HR #in10yearsHR #in10years
HR #in10years
Achievers
 
"Culture eats strategy for breakfast"
"Culture eats strategy for breakfast""Culture eats strategy for breakfast"
"Culture eats strategy for breakfast"
Tobias Dahlberg
 
12 Reasons Culture Eats Strategy for Lunch
12 Reasons Culture Eats Strategy for Lunch12 Reasons Culture Eats Strategy for Lunch
12 Reasons Culture Eats Strategy for Lunch
Joe Tye
 
LinkedIn’s Culture of Transformation
LinkedIn’s Culture of TransformationLinkedIn’s Culture of Transformation
LinkedIn’s Culture of Transformation
Pat Wadors
 
Official Slideshare for What's the Future of Business by Brian Solis #WTF
Official Slideshare for What's the Future of Business by Brian Solis #WTFOfficial Slideshare for What's the Future of Business by Brian Solis #WTF
Official Slideshare for What's the Future of Business by Brian Solis #WTF
Brian Solis
 
Culture
CultureCulture
Culture
Reed Hastings
 
Culture Code: Creating A Lovable Company
Culture Code: Creating A Lovable CompanyCulture Code: Creating A Lovable Company
Culture Code: Creating A Lovable Company
HubSpot
 

Viewers also liked (17)

Econsultancy: What We're About
Econsultancy: What We're AboutEconsultancy: What We're About
Econsultancy: What We're About
 
True north leadership presentation
True north leadership presentation True north leadership presentation
True north leadership presentation
 
Creating a Culture of Employee Success
Creating a Culture of Employee SuccessCreating a Culture of Employee Success
Creating a Culture of Employee Success
 
Company Culture under Pressure | Growing Business changes Behaviour
Company Culture under Pressure | Growing Business changes BehaviourCompany Culture under Pressure | Growing Business changes Behaviour
Company Culture under Pressure | Growing Business changes Behaviour
 
Julian jenkins from data measures
Julian jenkins from data  measures   Julian jenkins from data  measures
Julian jenkins from data measures
 
Lars Rosengren - Finding Your True North - Productized15
Lars Rosengren - Finding Your True North  - Productized15Lars Rosengren - Finding Your True North  - Productized15
Lars Rosengren - Finding Your True North - Productized15
 
5 Types of Leaders Who Derail
5 Types of Leaders Who Derail5 Types of Leaders Who Derail
5 Types of Leaders Who Derail
 
Finding True North
Finding True NorthFinding True North
Finding True North
 
Agile Culture and Adoption Survival Guide @ Agile New England
Agile Culture and Adoption Survival Guide @ Agile New EnglandAgile Culture and Adoption Survival Guide @ Agile New England
Agile Culture and Adoption Survival Guide @ Agile New England
 
The art of strategic conversation
The art of strategic conversationThe art of strategic conversation
The art of strategic conversation
 
HR #in10years
HR #in10yearsHR #in10years
HR #in10years
 
"Culture eats strategy for breakfast"
"Culture eats strategy for breakfast""Culture eats strategy for breakfast"
"Culture eats strategy for breakfast"
 
12 Reasons Culture Eats Strategy for Lunch
12 Reasons Culture Eats Strategy for Lunch12 Reasons Culture Eats Strategy for Lunch
12 Reasons Culture Eats Strategy for Lunch
 
LinkedIn’s Culture of Transformation
LinkedIn’s Culture of TransformationLinkedIn’s Culture of Transformation
LinkedIn’s Culture of Transformation
 
Official Slideshare for What's the Future of Business by Brian Solis #WTF
Official Slideshare for What's the Future of Business by Brian Solis #WTFOfficial Slideshare for What's the Future of Business by Brian Solis #WTF
Official Slideshare for What's the Future of Business by Brian Solis #WTF
 
Culture
CultureCulture
Culture
 
Culture Code: Creating A Lovable Company
Culture Code: Creating A Lovable CompanyCulture Code: Creating A Lovable Company
Culture Code: Creating A Lovable Company
 

Similar to SocialRadar Company Culture

The culture of SocialRadar
The culture of SocialRadarThe culture of SocialRadar
The culture of SocialRadar
Kevin Alansky
 
Culture deck
Culture deckCulture deck
Culture deck
Palo Alto Software
 
meploy culture deck
meploy culture deck meploy culture deck
meploy culture deck
Michael Bugaj / meploy
 
From page to wage: 8 steps to launch your career
From page to wage: 8 steps to launch your careerFrom page to wage: 8 steps to launch your career
From page to wage: 8 steps to launch your career
University of Southern Queensland
 
Work style tech culture code 202106 review
Work style tech culture code  202106 reviewWork style tech culture code  202106 review
Work style tech culture code 202106 review
Gustavo Dore
 
AES: Our Culture Code
AES: Our Culture CodeAES: Our Culture Code
AES: Our Culture Code
AES International
 
Possible's For-Impact Culture Code
Possible's For-Impact Culture CodePossible's For-Impact Culture Code
Possible's For-Impact Culture Code
Camille Ricketts
 
The Mission and Culture of Palo Alto Software
The Mission and Culture of Palo Alto SoftwareThe Mission and Culture of Palo Alto Software
The Mission and Culture of Palo Alto Software
Palo Alto Software
 
Prognos health culture guide 2020 (June update)
Prognos health culture guide 2020 (June update)Prognos health culture guide 2020 (June update)
Prognos health culture guide 2020 (June update)
Bella Allen
 
SignUpGenius Culture Code 2020
SignUpGenius Culture Code 2020SignUpGenius Culture Code 2020
SignUpGenius Culture Code 2020
SignUpGenius
 
culturecode-v7-130320111259-phpapp02
culturecode-v7-130320111259-phpapp02culturecode-v7-130320111259-phpapp02
culturecode-v7-130320111259-phpapp02
Glen Cornell
 
The SOLIDitech Culture Code
The SOLIDitech Culture CodeThe SOLIDitech Culture Code
The SOLIDitech Culture Code
SOLIDitech
 
TaxiForSure Culture Code
TaxiForSure Culture CodeTaxiForSure Culture Code
TaxiForSure Culture Code
TaxiForSure .com
 
Launchpad Culture Code Oct 2019
Launchpad Culture Code Oct 2019Launchpad Culture Code Oct 2019
Launchpad Culture Code Oct 2019
Launchpad Marketing Sdn Bhd
 
Culture code || Wandertrails People Operations || Indian Startup
Culture code || Wandertrails People Operations || Indian StartupCulture code || Wandertrails People Operations || Indian Startup
Culture code || Wandertrails People Operations || Indian Startup
Wandertrails
 
RobbZ_speaker-packet_web_ready
RobbZ_speaker-packet_web_readyRobbZ_speaker-packet_web_ready
RobbZ_speaker-packet_web_ready
Robb Zbierski
 
The 10 Pillars of nuCloud's Culture
The 10 Pillars of nuCloud's Culture The 10 Pillars of nuCloud's Culture
The 10 Pillars of nuCloud's Culture
nucloud
 
Prognos Health Culture Guide 2020
Prognos Health Culture Guide 2020Prognos Health Culture Guide 2020
Prognos Health Culture Guide 2020
Bella Allen
 
Entrepreneurship highs and lows
Entrepreneurship highs and lowsEntrepreneurship highs and lows
Entrepreneurship highs and lows
Bernard Charlebois
 
Work behavior
Work behaviorWork behavior
Work behavior
Vikay Taray
 

Similar to SocialRadar Company Culture (20)

The culture of SocialRadar
The culture of SocialRadarThe culture of SocialRadar
The culture of SocialRadar
 
Culture deck
Culture deckCulture deck
Culture deck
 
meploy culture deck
meploy culture deck meploy culture deck
meploy culture deck
 
From page to wage: 8 steps to launch your career
From page to wage: 8 steps to launch your careerFrom page to wage: 8 steps to launch your career
From page to wage: 8 steps to launch your career
 
Work style tech culture code 202106 review
Work style tech culture code  202106 reviewWork style tech culture code  202106 review
Work style tech culture code 202106 review
 
AES: Our Culture Code
AES: Our Culture CodeAES: Our Culture Code
AES: Our Culture Code
 
Possible's For-Impact Culture Code
Possible's For-Impact Culture CodePossible's For-Impact Culture Code
Possible's For-Impact Culture Code
 
The Mission and Culture of Palo Alto Software
The Mission and Culture of Palo Alto SoftwareThe Mission and Culture of Palo Alto Software
The Mission and Culture of Palo Alto Software
 
Prognos health culture guide 2020 (June update)
Prognos health culture guide 2020 (June update)Prognos health culture guide 2020 (June update)
Prognos health culture guide 2020 (June update)
 
SignUpGenius Culture Code 2020
SignUpGenius Culture Code 2020SignUpGenius Culture Code 2020
SignUpGenius Culture Code 2020
 
culturecode-v7-130320111259-phpapp02
culturecode-v7-130320111259-phpapp02culturecode-v7-130320111259-phpapp02
culturecode-v7-130320111259-phpapp02
 
The SOLIDitech Culture Code
The SOLIDitech Culture CodeThe SOLIDitech Culture Code
The SOLIDitech Culture Code
 
TaxiForSure Culture Code
TaxiForSure Culture CodeTaxiForSure Culture Code
TaxiForSure Culture Code
 
Launchpad Culture Code Oct 2019
Launchpad Culture Code Oct 2019Launchpad Culture Code Oct 2019
Launchpad Culture Code Oct 2019
 
Culture code || Wandertrails People Operations || Indian Startup
Culture code || Wandertrails People Operations || Indian StartupCulture code || Wandertrails People Operations || Indian Startup
Culture code || Wandertrails People Operations || Indian Startup
 
RobbZ_speaker-packet_web_ready
RobbZ_speaker-packet_web_readyRobbZ_speaker-packet_web_ready
RobbZ_speaker-packet_web_ready
 
The 10 Pillars of nuCloud's Culture
The 10 Pillars of nuCloud's Culture The 10 Pillars of nuCloud's Culture
The 10 Pillars of nuCloud's Culture
 
Prognos Health Culture Guide 2020
Prognos Health Culture Guide 2020Prognos Health Culture Guide 2020
Prognos Health Culture Guide 2020
 
Entrepreneurship highs and lows
Entrepreneurship highs and lowsEntrepreneurship highs and lows
Entrepreneurship highs and lows
 
Work behavior
Work behaviorWork behavior
Work behavior
 

Recently uploaded

Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results
 
The Enigmatic Gemini: Unveiling the Dual Personalities
The Enigmatic Gemini: Unveiling the Dual PersonalitiesThe Enigmatic Gemini: Unveiling the Dual Personalities
The Enigmatic Gemini: Unveiling the Dual Personalities
my Pandit
 
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Adani case
 
deft. 2024 pricing guide for onboarding
deft.  2024 pricing guide for onboardingdeft.  2024 pricing guide for onboarding
deft. 2024 pricing guide for onboarding
hello960827
 
Truck Loading Conveyor Manufacturers Chennai
Truck Loading Conveyor Manufacturers ChennaiTruck Loading Conveyor Manufacturers Chennai
Truck Loading Conveyor Manufacturers Chennai
ConveyorSystem
 
IMG_20240615_091110.pdf dpboss guessing
IMG_20240615_091110.pdf dpboss  guessingIMG_20240615_091110.pdf dpboss  guessing
Enhancing Adoption of AI in Agri-food: Introduction
Enhancing Adoption of AI in Agri-food: IntroductionEnhancing Adoption of AI in Agri-food: Introduction
Enhancing Adoption of AI in Agri-food: Introduction
Cor Verdouw
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results
 
Revolutionizing Surface Protection Xlcoatings Nano Based Solutions
Revolutionizing Surface Protection Xlcoatings Nano Based SolutionsRevolutionizing Surface Protection Xlcoatings Nano Based Solutions
Revolutionizing Surface Protection Xlcoatings Nano Based Solutions
Excel coatings
 
L'indice de performance des ports à conteneurs de l'année 2023
L'indice de performance des ports à conteneurs de l'année 2023L'indice de performance des ports à conteneurs de l'année 2023
L'indice de performance des ports à conteneurs de l'année 2023
SPATPortToamasina
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results
 
Kanban Coaching Exchange with Dave White - Example SDR Report
Kanban Coaching Exchange with Dave White - Example SDR ReportKanban Coaching Exchange with Dave White - Example SDR Report
Kanban Coaching Exchange with Dave White - Example SDR Report
Helen Meek
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results
 
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
IPLTech Electric
 
Cover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SUCover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SU
msthrill
 
AI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your BusinessAI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your Business
Arijit Dutta
 
High-Quality IPTV Monthly Subscription for $15
High-Quality IPTV Monthly Subscription for $15High-Quality IPTV Monthly Subscription for $15
High-Quality IPTV Monthly Subscription for $15
advik4387
 
20240609_ TJ Communications Credentials.pdf
20240609_ TJ Communications Credentials.pdf20240609_ TJ Communications Credentials.pdf
20240609_ TJ Communications Credentials.pdf
tjcomstrang
 
Kalyan Chart Satta Matka Dpboss Kalyan Matka Results
Kalyan Chart Satta Matka Dpboss Kalyan Matka ResultsKalyan Chart Satta Matka Dpboss Kalyan Matka Results
Kalyan Chart Satta Matka Dpboss Kalyan Matka Results
Satta Matka Dpboss Kalyan Matka Results
 

Recently uploaded (20)

Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
 
The Enigmatic Gemini: Unveiling the Dual Personalities
The Enigmatic Gemini: Unveiling the Dual PersonalitiesThe Enigmatic Gemini: Unveiling the Dual Personalities
The Enigmatic Gemini: Unveiling the Dual Personalities
 
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
 
deft. 2024 pricing guide for onboarding
deft.  2024 pricing guide for onboardingdeft.  2024 pricing guide for onboarding
deft. 2024 pricing guide for onboarding
 
Truck Loading Conveyor Manufacturers Chennai
Truck Loading Conveyor Manufacturers ChennaiTruck Loading Conveyor Manufacturers Chennai
Truck Loading Conveyor Manufacturers Chennai
 
IMG_20240615_091110.pdf dpboss guessing
IMG_20240615_091110.pdf dpboss  guessingIMG_20240615_091110.pdf dpboss  guessing
IMG_20240615_091110.pdf dpboss guessing
 
Enhancing Adoption of AI in Agri-food: Introduction
Enhancing Adoption of AI in Agri-food: IntroductionEnhancing Adoption of AI in Agri-food: Introduction
Enhancing Adoption of AI in Agri-food: Introduction
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
 
Revolutionizing Surface Protection Xlcoatings Nano Based Solutions
Revolutionizing Surface Protection Xlcoatings Nano Based SolutionsRevolutionizing Surface Protection Xlcoatings Nano Based Solutions
Revolutionizing Surface Protection Xlcoatings Nano Based Solutions
 
L'indice de performance des ports à conteneurs de l'année 2023
L'indice de performance des ports à conteneurs de l'année 2023L'indice de performance des ports à conteneurs de l'année 2023
L'indice de performance des ports à conteneurs de l'année 2023
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
 
Kanban Coaching Exchange with Dave White - Example SDR Report
Kanban Coaching Exchange with Dave White - Example SDR ReportKanban Coaching Exchange with Dave White - Example SDR Report
Kanban Coaching Exchange with Dave White - Example SDR Report
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
 
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
 
Cover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SUCover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SU
 
AI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your BusinessAI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your Business
 
High-Quality IPTV Monthly Subscription for $15
High-Quality IPTV Monthly Subscription for $15High-Quality IPTV Monthly Subscription for $15
High-Quality IPTV Monthly Subscription for $15
 
20240609_ TJ Communications Credentials.pdf
20240609_ TJ Communications Credentials.pdf20240609_ TJ Communications Credentials.pdf
20240609_ TJ Communications Credentials.pdf
 
Kalyan Chart Satta Matka Dpboss Kalyan Matka Results
Kalyan Chart Satta Matka Dpboss Kalyan Matka ResultsKalyan Chart Satta Matka Dpboss Kalyan Matka Results
Kalyan Chart Satta Matka Dpboss Kalyan Matka Results
 

SocialRadar Company Culture

  • 1.
  • 2. what is culture? a set of shared beliefs, great culture attracts great people great people create great culture great culture helps people deliver their best work This document is part manifesto & part employee handbook. It‟s part of who we are and who we want to be. values and practices
  • 3. culture isn’t born. it’s forged. our culture defies convention by combining the best practices of other companies with progressive ideas we have not seen elsewhere. THE 10 UNCONVENTIONAL PILLARS OF OUR CULTURE
  • 5. we operate on trust1  Just because someone made a mistake years ago doesn‟t mean we need a policy  We only protect against the really big stuff We don‟t have pages of policies and procedures
  • 6. we operate on trust1 We have 3 short policies for just about everything: do what is right 1 use good judgment 2 act in SocialRadar‟s best interest 3
  • 7. we operate on trust1  Social media policy  Travel policy  Sick day policy  Expense reimbursement policy  Technology for work policy  „Buy a round of drinks at an event‟ policy  „Work from home during a blizzard‟ policy do what is right 1 use good judgment 2 act in SocialRadar‟s best interest 3 Our policy on all of these things (and most other things)
  • 9. we stay relevant2 We stay current, we stay cutting edge. We don‟t shun new technology – we become early adopters and experts of it. We pilot everything. We share what we learn. We share our new discoveries and experiences with each other – from tech to pop culture. We are active on social media. We have Twitter accounts and we use LinkedIn, etc. We contribute daily to social sites. We share the great content we discover.
  • 10. we stay relevant2 We develop for the iPhone and Android and we are all power users of both.  We are mobile - live it. SocialRadar is running all the time.  We are super-consumers of our own product. We see blockbuster movies on opening weekend, discuss the news and invite speakers that come to educate the group.  Stay relevant - by staying current.
  • 11. we are building for where the market is going to be 3
  • 12. we have a vision and a mission that will get us there we are building for where the market is going to be3 …not for where it is now. And not for where everyone believes it is going. We see where the market is going to end up. That‟s what we‟re building for.
  • 13. It's really hard to design products by focus groups. A lot of times, people don't know what they want until you show it to them.“ - Steve Jobs
  • 15. We participate in DC tech events, attend tech meet-ups and foster connections with our fellow techies, designers, marketers, etc. We believe in helping our family and friends. We help our co-workers. We help other startups and technology companies as well as fellow entrepreneurs. We are active members of a community and will do our part. we actively participate in the community4
  • 16. we believe in working as a team5
  • 17. we believe in working as a team5 Small groups are mighty forces. We work in small groups – from development to marketing. There is little to no telecommuting because we believe teams work better face- to-face. Both in work and outside of work – we encourage group lunches, group movies, group exercise.
  • 18. we believe in working as a team5  Cancel unproductive meetings  Limit internal scheduled meetings to 20 minutes (except 1:1s or companywide)  No pre-scheduled auto-recurring meetings Meetings are not necessarily teamwork:
  • 20. we all contribute… differently6 Everyone has different strengths and weaknesses – but we all chip in – we are a startup. Our jobs may include strategy and product design but they also include building our own desks and taking out the trash. A gear-shift has a different job than a steering wheel but all are needed to run the car
  • 21. we all contribute… differently6  Management should not be everyone‟s career goal. We can excel and grow in a variety of roles.  Manager of the accounting department is a different job than an accountant – not necessarily a higher or more important job.  We believe in keeping the organization as flat as possible. But managers are needed as a company grows. We will not create another level until a manager has a minimum of 6 direct reports. Management is not a higher position. It is a different skill:
  • 23. we believe in constant feedback7 No annual reviews but feedback all the time: As a team member, you have the right to candid and constructive feedback. We are replacing the traditional annual review in favor of more frequent feedback. Don‟t be offended by feedback. It will help you grow. Respond positively: “Great – now I know what I can do better in my job – thank you for telling me.” If feedback isn‟t helpful or you don‟t take feedback well, this may not be the place for you. Not every company is a good fit for every employee. If that‟s the case, we will part on great terms.
  • 24. we value your contribution & your career 8
  • 25. we value your contribution and your career8  We are building a company for the community, our co-workers, and ourselves. Everyone owns a piece of what we‟re building with our generous stock program.  Upon joining SocialRadar, you are allotted a set amount of stock. Additional grants are made based on individual contributions to the company. Everyone is an owner:
  • 26. we value your contribution and your career8  We will align our people to the market annually.  Some, but not all, positions will increase in comp because their value in the marketplace is moving up, driven by increasing skills and/or greater demand for an area of expertise.  It‟s a healthy idea – not a traitorous one – to explore what other firms would pay you: – Interview and talk to peers at other companies. Talk with your manager about what you find We value our employees: Minor exception: no interviews with firms that are direct competitors. Often they are trying to get confidential information.
  • 27. we believe in work + life, not work vs. life 9
  • 28. we believe in work + life, not work vs. life9  Please prioritize important family or personal events.  Because we strive to do an amazing job, we can take all the time we need (marking our calendars, of course). We also take off on most NYSE holidays. We have unlimited vacation and sick leave and a flexible schedule: Recognized NYSE holidays: New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day
  • 29. we believe in work + life, not work vs. life9  The basis for good teamwork is respect for each other‟s time. We ask that everyone start the day by 9:30 am.  We understand that people work late, so let‟s work late together: – Monday and Thursday we will work until 9:00 pm and provide dinner for the team – Tuesday and Wednesday we will leave at a normal time and try not to schedule other meetings so you can go home for dinner We have coordinated work schedules:
  • 30. we believe in work + life, not work vs. life9  We workout and stay active. (well you workout – but if you do we pay for it.)  We (try to) eat healthy. We stock our kitchen area with healthy food and drink. And only some junk food (mostly cupcakes). And we firmly believe our time at work should positively impact our „life.‟: Gym memberships are covered by SocialRadar. Other workout programs will be covered within reason.
  • 31. we are perpetually a work-in-progress10
  • 32. we are perpetually a work-in-progress10 Expect Change We are driving the car while building it. It‟s difficult and painful but necessary as we constantly readjust to the road ahead.
  • 33. we are perpetually a work-in-progress10 Try to be better than you were yesterday. We would rather fail frequently then never try. We all fail at something everyday. Learn from your mistakes and try not to make them again.
  • 34. we are perpetually a work-in-progress10 iterating never done learning never done rethinking never done When we finish something we look back and see how it can be made better. Then we start again. (After we finish all of our other work.)
  • 35. 6. We all contribute…differently. 7. We believe in constant feedback. 8. We value your contribution and your career. 9. We believe in work + life, not work vs. life. 10. We are perpetually a work- in-progress. 1. We operate on trust. 2. We stay relevant. 3. We are building for where the market is going to be. 4. We actively participate in the community. 5. We believe in working as a team.
  • 36. This deck was based on: 1. great culture ideas copied from leading companies that we respect (see below) 2. A decade of experiences shared by Michael Chasen 3. the input of many other (very smart) people HubSpot Culture Presentation http://www.slideshare.net/HubSpot/the-hubspot-culture-code-creating-a-company-we-love Netflix Culture Presentation http://www.slideshare.net/reed2001/culture-2009 Zappos Corporate Culture Presentation http://www.slideshare.net/Thor/zappos-lessons-building-a-customerfocused-culture?from_search=1

Editor's Notes

  1. Why is there a white line in this? Can you remove?
  2. We changed the title here but I think the image is still good. What do you think Hunter?
  3. We changed the title here – do we change the image?
  4. Make slide look different than the next one