The document discusses how culture can provide a competitive advantage for companies. It argues that culture should be a business priority, not just an HR priority. The key aspects of culture that can help companies are that it acts as a bar for what's possible, helps attract talent, guides better employee decision making, and shapes the customer experience. To leverage culture as a competitive advantage, the document recommends companies clearly define their culture, measure how well it's being implemented, address issues, and continually refine their culture over time. It also stresses the importance of hiring people passionate about the company's mission.
This is Ironpaper's culture code--a set of guidelines for building a great culture at our agency. We continuously refine and improve this guide, just as we continuously refine and improve the agency.
As CEO, you and only you can lead culture change in your business. Get it right and you’ll reap the rewards–for your company’s growth, for the bottom line, and for employee engagement. Get it wrong and it’s your reputation on the line.
This is the official ExtraaEdge culture code that guides all the folks at the company aligned in the right direction to build an awesome place to work !!
For Digital 22, the Culture Code defines what we believe in, what we do and how we work with people internally and externally. It's a way of formalising our DNA and the soul of the company so it becomes the backbone of how to act at work.
This is Ironpaper's culture code--a set of guidelines for building a great culture at our agency. We continuously refine and improve this guide, just as we continuously refine and improve the agency.
As CEO, you and only you can lead culture change in your business. Get it right and you’ll reap the rewards–for your company’s growth, for the bottom line, and for employee engagement. Get it wrong and it’s your reputation on the line.
This is the official ExtraaEdge culture code that guides all the folks at the company aligned in the right direction to build an awesome place to work !!
For Digital 22, the Culture Code defines what we believe in, what we do and how we work with people internally and externally. It's a way of formalising our DNA and the soul of the company so it becomes the backbone of how to act at work.
In the beginning everything is very simple: flat (because non-existent) hierarchy, open doors, and teamwork. The larger the company is, the more employees demand for “”professionalization”". Roles and hierarchies are defined, meanwhile the company solidifies.
Instead of having fun, employees suffer in neverending meetings.
Is that necessary?
How do you remain mobility, lightness and fun while growing business?
Telemedicine Clinic (TMC) is Europe’s leading teleradiology provider. TMC pioneered teleradiology services in Europe when it was founded in 2002 and has since become a vital partner for more than 100 radiology departments in Sweden, Denmark, Norway, UK, Spain and Germany. This year, our team of more than 120 highly specialised radiologists will report more than a quarter of a million cases, making a significant positive impact in the life of hospital staff and patients.
This is a book about our culture. About who we are, why we do what we do, and how we go about it. Our culture is the most precious asset our company has. In the long run, it will be our culture that determines our success. We need to preserve it and develop its strengths. We do not invent our culture with this book. We only document our existing culture and make it explicit. This book is a communication tool.
At the heart of our culture are our core purpose and our core values. Our core purpose reminds us why we are in this business. Our core values describe how we do things at TMC, the behaviours we need to consistently demonstrate in our daily work. We also explain the beliefs that lead us to hold and promote these specific values.
Common purpose and values create alignment, focus and help us make the right choices—in big and in small matters. All our decisions need to respect and reflect the philosophy expressed in this document.
We wrote this book for us, the team members of TMC. But we happily share our thoughts with clients, partners, vendors and people interested in working with us, hoping they hold us accountable to what we claim on these pages.
A Whip and a Lightsabre - a True Story (Sort of)Forward Partners
Culture and values at Forward Partners.
Forward Partners is a new style of venture firm that gets ideas off the ground. Focussing on ecommerce, they bring money, rugged business processes and heaps of ingenuity to form your dream into your business. They welcome you as a real partner. There are no catches.
Why Culture Can Be More Important Than Your Creative.
There comes a point in most creative firms where the work that your company is producing is credible enough that it speaks for itself; no one questions that the firm is talented and capable of handling most projects. In these periods of a company's creative development, the measure for whether or not a client wants to work with you is no longer predicated on how well you design—the decision becomes predicated on whether or not the firm is a "cultural fit." Rule29's, Justin Ahrens, explores why a company's culture is potentially the most important (and most elusive) element for success in the design (or any) industry and how to go about fostering the kind of company culture that employees want to be a part of and that clients want to work with.
Reflecting on the state of social enterprise in 2021 as part of a keynote address to SELNET's (a local social enterprise network) inaugural on-line member networking event.
Creating a Company Your (New) Employees Love Katie Burke, VP Culture & Experi...MassTLC
Creating a Company Your (New) Employees Love Katie Burke, VP Culture & Experience HubSpot presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
Exploring transparency a design choice within an organization, how to enable it, and why it may necessary to succeed in the internet age by Jordan Husney, CEO of Parabol (https://parabol.co)
A Terminus guide to success: forming a startup's core values.Sangram Vajre
For early-stage technology companies, it's essential to have a set of core values supporting your mission and vision. As a co-founder and CMO of Terminus, an Atlanta startup, being an entrepreneur has taught me how important it is to have our team aligned on the same set of principles. This will help continue to grow our company and ensure we're hiring the right "Terminators" to give "keys to the Ferrari".
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
Behavior, Intent, and Remote Company CultureSogolytics
What can whales teach us about company culture? Is in-person work always better than remote work? How can you build the right culture with the right people? Learn more about behavior, intent, and culture, then get ready to reflect on your employee experience.
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
WebAble is a young company built on a strong foundation of culture. We believe pay-checks and perks are important, but that is not why we come to work every morning. Security and recognition keep us alive, but passion and creativity are worth dying for. This deck summarises key elements of our cultural foundation.
It was created for internal use, but recently we decided to share it with public to help our partners, patrons and prospective employees understand us better.
The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
In the beginning everything is very simple: flat (because non-existent) hierarchy, open doors, and teamwork. The larger the company is, the more employees demand for “”professionalization”". Roles and hierarchies are defined, meanwhile the company solidifies.
Instead of having fun, employees suffer in neverending meetings.
Is that necessary?
How do you remain mobility, lightness and fun while growing business?
Telemedicine Clinic (TMC) is Europe’s leading teleradiology provider. TMC pioneered teleradiology services in Europe when it was founded in 2002 and has since become a vital partner for more than 100 radiology departments in Sweden, Denmark, Norway, UK, Spain and Germany. This year, our team of more than 120 highly specialised radiologists will report more than a quarter of a million cases, making a significant positive impact in the life of hospital staff and patients.
This is a book about our culture. About who we are, why we do what we do, and how we go about it. Our culture is the most precious asset our company has. In the long run, it will be our culture that determines our success. We need to preserve it and develop its strengths. We do not invent our culture with this book. We only document our existing culture and make it explicit. This book is a communication tool.
At the heart of our culture are our core purpose and our core values. Our core purpose reminds us why we are in this business. Our core values describe how we do things at TMC, the behaviours we need to consistently demonstrate in our daily work. We also explain the beliefs that lead us to hold and promote these specific values.
Common purpose and values create alignment, focus and help us make the right choices—in big and in small matters. All our decisions need to respect and reflect the philosophy expressed in this document.
We wrote this book for us, the team members of TMC. But we happily share our thoughts with clients, partners, vendors and people interested in working with us, hoping they hold us accountable to what we claim on these pages.
A Whip and a Lightsabre - a True Story (Sort of)Forward Partners
Culture and values at Forward Partners.
Forward Partners is a new style of venture firm that gets ideas off the ground. Focussing on ecommerce, they bring money, rugged business processes and heaps of ingenuity to form your dream into your business. They welcome you as a real partner. There are no catches.
Why Culture Can Be More Important Than Your Creative.
There comes a point in most creative firms where the work that your company is producing is credible enough that it speaks for itself; no one questions that the firm is talented and capable of handling most projects. In these periods of a company's creative development, the measure for whether or not a client wants to work with you is no longer predicated on how well you design—the decision becomes predicated on whether or not the firm is a "cultural fit." Rule29's, Justin Ahrens, explores why a company's culture is potentially the most important (and most elusive) element for success in the design (or any) industry and how to go about fostering the kind of company culture that employees want to be a part of and that clients want to work with.
Reflecting on the state of social enterprise in 2021 as part of a keynote address to SELNET's (a local social enterprise network) inaugural on-line member networking event.
Creating a Company Your (New) Employees Love Katie Burke, VP Culture & Experi...MassTLC
Creating a Company Your (New) Employees Love Katie Burke, VP Culture & Experience HubSpot presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
Exploring transparency a design choice within an organization, how to enable it, and why it may necessary to succeed in the internet age by Jordan Husney, CEO of Parabol (https://parabol.co)
A Terminus guide to success: forming a startup's core values.Sangram Vajre
For early-stage technology companies, it's essential to have a set of core values supporting your mission and vision. As a co-founder and CMO of Terminus, an Atlanta startup, being an entrepreneur has taught me how important it is to have our team aligned on the same set of principles. This will help continue to grow our company and ensure we're hiring the right "Terminators" to give "keys to the Ferrari".
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
Behavior, Intent, and Remote Company CultureSogolytics
What can whales teach us about company culture? Is in-person work always better than remote work? How can you build the right culture with the right people? Learn more about behavior, intent, and culture, then get ready to reflect on your employee experience.
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
WebAble is a young company built on a strong foundation of culture. We believe pay-checks and perks are important, but that is not why we come to work every morning. Security and recognition keep us alive, but passion and creativity are worth dying for. This deck summarises key elements of our cultural foundation.
It was created for internal use, but recently we decided to share it with public to help our partners, patrons and prospective employees understand us better.
The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
How to Make the Business Case for Culture & Happiness in the Workplace [Deliv...Delivering Happiness
Over a decade of research shows that happiness in the workplace directly relates with engaged and productive employees. Building a Culture of Happiness is becoming one of the biggest competitive advantages in today’s economy. Happy employees who work with passion and purpose perform at consistently high levels, multiplying their effectiveness and raising business outcomes.
During this webinar, The Good Jobs teams up with Delivering Happiness to show you how YOU can become an advocate for building a Culture of Happiness at work. We know intuitively that happiness matters. After attending this webinar, you will have everything you need to share WHY building a Culture of Happiness has significant value (bottom-line) for your company.
How your organisations culture defines your brand Margo Cashman
How the relationship between brands and the organisations they represents, exploring how the alignment of brand and culture drives credibility and trust.
Joe Tye Presentation for Georgia Hospital Association Trustee Conference, Feb...Joe Tye
Slides used by Values Coach CEO Joe Tye in his presentation for the annual Trustee Conference of the Georgia Hospital Association, including questions trustees should ask about the values and culture of their hospitals.
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Beyond the Bandaid: The Critical Difference Between Ethics and Compliance Tra...BizLibrary
This webinar will provide a fresh new perspective to ethics training that will uplift your company's programs and give you powerful tools to make a meaningful difference. Learn to address the real problems and offer genuine solutions to ethics problems rather than a band-aid approach as you raise morale, strengthen your company core values, and build strong company ethical foundation.
www.bizlibrary.com
In efforts of unifying and defining the Company culture, a study was conducted to create a benchmark and a framework based on the market trends. In this study, the history, cause, and trends of the evolving culture were studied carefully. A group of top national and international companies with well-known cultures was studied. This helped create a correlation and differentiation between the perks and the culture.
Similar to Toronto Best Places to Work Roadshow | HubSpot (20)
Everything You Need to Know About Glassdoor ReviewsGlassdoor
Effectively responding to reviews on Glassdoor is an important part of any solid employee engagement and recruiting strategy. Uber shared its approach to managing feedback and writing effective responses to reviews and how you can to.
The VIP Treatment: Elevate Your Candidate ExperienceGlassdoor
A memorable candidate experience is the key to finding great talent (and keeping it). But, creating a consistent series of interactions that are branded, human and easy to mirror across multiple offices is no small task.
What makes your candidate experience memorable? Learn impactful stories of how experts J.T. O’Donnell, Founder & CEO at Work It Daily, and Martin Pisciotti, VP of Employee Careers at T-Mobile, have designed every phase of the recruiting process to attract the right people, positively influence corporate reputation, boost employee referrals, and encourage more informed candidates to apply.
Glassdoor UK: Responding to Negative Reviews ReviewsGlassdoor
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
How to Execute a Data-Driven Social Recruiting ProgramGlassdoor
Boost your social recruiting strategy with expert tips.
Jim Conti, Director of Talent at Sprout Social
Lisa Holden, Employer Communications Manager at Glassdoor
Hire and Retain at Scale: Interviewing and OnboardingGlassdoor
Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
10. • A bar for what’s possible at your company
• A powerful weapon in the war for talent
• A proactive catalyst to help employees make better
decisions
• Your promise to your customers
• Collective clarity on what it means to be a part of
your organization
Culture is…
22. Recipe for Culture as a
Competitive Advantage
1. Make culture a business priority, not an HR priority
2. Decide what you stand for and share it with the world
3. Measure how well you’re delivering on your culture
vision by surveying your employees regularly and
anonymously
4. Share the results — good, bad, and ugly — with
everyone in the organization
5. Work tirelessly to address what’s not working
6. Rinse, repeat
23. Hire remarkably smart people who
are passionate about your mission
and care deeply about the people
you employ and the problems you
solve. Do not compromise.
Ever.
Forever ever.
And the most important ingredient of all:
24. Your products will change.
Your strategy will shift.
Your culture will determine whether you can hire top
talent, how you respond to challenges, and how you
succeed for the long haul.
Invest accordingly.