Shawn, for me, a key part of a company culture is having the employees emotionally invested in the success of the company.
This means being clear and compelling about what you want the business to achieve and how they individually and collectively directly influence that success.
Of course you can also make incentives a part of this, whether that's something as simple as a salary bonus or share options or make it something 'softer' like a beer afternoon on Fridays or bagels on a Monday morning.
I think it's about creating a workplacfe where you *want* to work; somewhere that you enjoy coming to every morning where the work is challenging and interesting and you're excited about the possibilities for the future.
It's also about listening to employees - How do *they* want to work, what tools work best for them, how often do they want to meet, be supervised etc. It's also about showing trust and as an employer being transaprent, honest and thoughtful about the impact that your policies may have.
In short, if you show trust to your employees, treat them well, give them a challenge and the right incentives (cash or otherwise), you won't go far wrong.
This will be a team effort, so you have to seed the organization with team players. Highly skilled lone rangers can destroy from within. Consider using new technology to identify the players that will help build the right culture, and multiply production. Take a look at Teamability as a solution. Paul's tactical list of do's is excellent as well....
1. Have trust and respect for individuals.
2. Focus on a high level of achievement and contribution.
3. Conduct our business with uncompromising integrity.
4. Achieve common objectives through teamwork.
5. Encourage flexibility and innovation.
BTW, the question is flawed.
Note that prescriptive or proscribed culture never works. It will get you in deep trouble. Rather, culture is descriptive. Corporate culture is best comprehended through narrative, stories, vision, basic principles and phenomenology. Also, culture is only served; it is never managed or changed. Beware. Sick cultures cannot be made 'healthy.' -j
* Treat others as you like to be treated.
* Focus on results with consideration to ethics (end does not justify the means)
* Humanity over technology. Technology is a tool, not the goal.
* Set clear goals and objectives, communicate weaknesses as well as strengths
* Get rid of negative attitudes, and if those persons don't change attitudes, get rid of them
* Create an environment for innovation, growth, and collaboration
Create a culture that truly benefits the objectives of the company and one that as the leader of the enterprise you can live and practice at a high level every single day.
A healthy company culture is an environment where everyone's contribution matters. Whether or not their contribution is used, it matters that the person/employee/contributor was heard, acknowledged and appreciated.
It is a small thing to do with a huge long-term impact. Long after the employee departs, the manner in which the person was treated will be remembered.
In this type of environment, when your contribution is expected by peers and superiors, one does not think about the commute, or long hours. One thinks about how to improve ones contribution to the quality of the environment because of the enjoyment one experiences working within that style of culture.
Hope this helps.
Know who is on your bus! Every company or board should have a nay-sayer...the guy that offers reasons why something won't work. Often times they come up with very valid points/obstacles, hurdles to be cleared early on.
Next, view work as a game and have fun reaching goals together. As strange as this may sound, create games that pit sides and changes up occasionally (study Survivor on this) When you create games you bring out the best from human intelligence.Though this can be time consuming, in the long run, playing games in a company creates growth. Read up on Zappos and you'll find that their employees play all day long. I'm sure the smiles come through when they're talking to customers on the phone.
Just like anything, to stay healthy takes a lot more work than just surviving and that's what keeps our interest as human beings.
Lastly, though I could go on with other suggestions, your company, no matter how large or small is comprised of individuals with "concerns" regarding something in their life. If your company can afford it, hire a life coach that individuals can turn to for brief moments when they need to clarifying their thoughts. To be able to call one person who doesn't know you on an emotional level can do wonders for finding honest and clear answers
The best way to be healthy is to be preemptive.
Bob Mackey's (CEO, Whole Foods Market) interview here: http://www.huffingtonpost.com/john-mackey/creating-the-high-trust-o_b_497589.html
recently published article on Zappos corporate culture:
My thoughts: http://www.fastcompany.com/3002342/right-rx-unhealthy-corporate-culture
3. Team work
5. Be pro-active in listening and taking criticism.
Management. Great managers= Happy Employees. Management has to give recognition when it is due and allow their employees to feel that they are there to help them learn and grown. They should always be positive and lead their employees down a road to success. The second major key is allowing your employees to express innovative ideas and suggestions. This makes them feel the organization appreciations them. Google has taken the lead with this concept.
Every problem, every issue, every bump along the way should be ironed out in way that the parties involved will find common ground. I cannot stress enough how important common ground is. If everyone is on the same page, there is unity. When there is unity, your organization moves in an orderly fashion. Reinforcement is also vital. Have activities that highlight the culture your company embodies. It will further reinforce and remind everyone what kind of organization they're in.
The key to a healthy culture is not just fixing an issue when it arises. The key is to reinforce that soft side so that the culture along with everybody stays strong.