{"id":2889,"date":"2017-10-31T20:20:24","date_gmt":"2017-10-31T20:20:24","guid":{"rendered":"https:\/\/www.culturesummit.co\/?p=2889"},"modified":"2022-04-20T09:42:37","modified_gmt":"2022-04-20T13:42:37","slug":"what-your-company-culture-needs-at-10-100-and-1000-employees","status":"publish","type":"post","link":"https:\/\/www.culturesummit.co\/what-your-company-culture-needs-at-10-100-and-1000-employees\/","title":{"rendered":"What Your Company Culture Needs at 10, 100 and 1,000 Employees"},"content":{"rendered":"<p><span style=\"font-size: 14pt;\">As a company grows, something that can make or break it is its culture. A good culture creates happy, hard-working employees who stick around for the long haul. Conversely, a poor culture leads to disengaged employees, poor productivity, and high staff turnover.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Which of these scenarios do you think is going to help a company be more successful?<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Needless to say, if your employees are happy, everyone\u2019s happy. But what does it take to create an environment that your employees want to be in, and can thrive in? And how will this change as your company grows?<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Some&nbsp;companies think that if they offer a few fun perks, their staff will be happy and the culture will take care of itself &#8211; but they couldn\u2019t be more wrong.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">While we\u2019re going to discuss perks that can help foster a great company culture, there is <i>so much more<\/i> to company culture than free beers and flex time.<\/span><\/p>\n<blockquote><p><span style=\"font-size: 14pt;\">\u201cCompany culture is not a foosball table.\u201d <a href=\"https:\/\/twitter.com\/melissatsang\">Melissa Tsang<\/a>, <a href=\"https:\/\/www.referralcandy.com\/blog\/company-culture-examples\/\">Referral Candy<\/a><\/span><\/p><\/blockquote>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Your core values.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">The mindset of your team.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">The environment or \u201cfeeling\u201d in the workplace.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-size: 14pt;\"><i>These<\/i> are the things that <b>define<\/b> your company culture. The perks just help to <b>shape<\/b> it.<\/span><\/p>\n<blockquote><p><span style=\"font-size: 14pt;\">\u201c[Culture] lives in the collective hearts and habits of people and their shared perception of \u201chow things are done around here.\u201d\u201d <a href=\"https:\/\/www.linkedin.com\/in\/bryan-walker-61bba265\/\">Bryan Walker<\/a> and <a href=\"https:\/\/www.linkedin.com\/in\/sarah-soule-7b95579\/\">Sarah A. Soule<\/a>, writing for <a href=\"https:\/\/hbr.org\/2017\/06\/changing-company-culture-requires-a-movement-not-a-mandate\">Harvard Business Review<\/a><\/span><\/p><\/blockquote>\n<p><span style=\"font-size: 14pt;\">The ideal company culture is built on people who are there to do more than collect a paycheck &#8211; they\u2019re there because they love their work and the people they work with. They\u2019re along for the ride, basically.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Of course, company cultures like this don\u2019t create themselves. It takes hard work, consistency, and an open mind to cultivate a great company culture &#8211; and it only gets more difficult as your company grows.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Here are a few key things that every company culture needs at its critical stages of growth, and how your approach to managing company culture needs to change with them.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2>Company Culture at 10 Employees<\/h2>\n<p><span style=\"font-size: 14pt;\">Startups have it pretty easy as far as company culture goes since it\u2019s much easier to keep 10 staff members happy than 100. It\u2019s also a good time to experiment and figure out the company\/culture fit &#8211; after all, if you\u2019re going to get it wrong, it\u2019s better to get it wrong now. That\u2019s because the bigger your company is, the longer it takes to implement cultural change &#8211; <a href=\"http:\/\/www.modernsurvey.com\/blog\/20-years-for-cultural-change\">reportedly about three years<\/a>, for medium and large organizations.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>A solid hiring process<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Your employees are the foundation of your company culture, so it\u2019s critical to lay down a process for finding and hiring the right people as soon as possible.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">You want to hire (and keep) the people that want to be there. Take Zappos. <a href=\"https:\/\/hbr.org\/2008\/05\/why-zappos-pays-new-employees\">They offer new hires $2000<\/a> &#8211; to quit. This is because they only want to keep people that <i>want<\/i> to be there. If you\u2019re only there for your paycheck, you can take your cash and leave.<\/span><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"alignnone size-full wp-image-2883\" src=\"https:\/\/www.culturesummit.co\/wp-content\/uploads\/2017\/10\/1.png\" alt=\"\" width=\"550\" height=\"367\"><\/p>\n<p><span style=\"font-size: 14pt;\"><a href=\"https:\/\/blog.kissmetrics.com\/zappos-art-of-culture\/\">Zappos Cubicles<\/a><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">While you don\u2019t need to go that far, you should at least be asking interview questions that are designed to determine whether someone\u2019s a fit for your company culture.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Things like:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">What is (or was) your relationship like with your current (or previous) colleagues?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">What sort of management style do you work best with? (Ask this question when hiring for both management and more junior roles).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">What\u2019s your biggest pet peeve in the workplace?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">What things are most important to you in your professional life?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-size: 14pt;\"><b>An open door policy<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><i>Your<\/i> relationship with your employees is as important as their relationship with each other. Prioritize getting to know them. Ensure they <i>always<\/i> feel comfortable coming to talk to you.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">An open door policy should mean literally that &#8211; an open door. Sure, there are times you need to keep it closed, but make sure that only happens when absolutely necessary.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Let your employees know that if the door\u2019s open, they\u2019re welcome to come in. If it\u2019s shut, they can send you a message, or come back later.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Of course, simply telling employees they\u2019re welcome to talk to you doesn\u2019t mean they\u2019ll want to. You have to be the kind of manager your staff wants to approach.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">This means you&#8230;<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Don\u2019t criticize staff when things aren\u2019t going according to plan, and certainly never patronize them. Support them in making improvements, instead.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Work as hard, or harder, than they do.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Never, ever, appear put off when staff asks questions or for help. You only have to do this a couple of times before employees start to learn (consciously or unconsciously) that they have to be wary about when, how, and how often they approach you.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Be transparent &#8211; it has a <a href=\"https:\/\/www.inc.com\/ken-lin\/the-importance-of-transparency-to-company-morale.html\">direct correlation to employee morale<\/a>.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-size: 14pt;\">Bear in mind that as your company grows, it\u2019s critical that all new management adopt an open door policy, too.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Keeping leaders close to the rest of the team has been a priority for <a href=\"https:\/\/powerdigitalmarketing.com\/\">Power Digital Marketing<\/a>, which holds monthly, personal one-on-one meetings between execs and juniors &#8211; the reason being that (in the words of their CEO <a href=\"https:\/\/twitter.com\/graysonmlafrenz\">Grayson Lafrenz<\/a>) it \u201censures everyone feels like a priority and that their voice is heard. It also deepens the bonds and relationships between our team members.\u201d<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>A break area<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Break areas should offer a comfortable place for downtime where employees can socialize away from their workload.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Prioritize comfortable seating, arranged to encourage conversation, as well as a dining area. Offering entertainment is nice, but not necessary &#8211; at least at this stage. As your company grows, the break area and the facilities it offers will have to grow with it.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>A regular schedule of social events<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Aim for one a month. It doesn\u2019t have to be anything \u201cbig\u201d &#8211; drinks in a local bar should make most people happy. Don\u2019t feel you have to fund events, either (although a goodwill gesture, like getting the first round, will definitely be appreciated).<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>Trust in your employees<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">If anything, this last point is the most crucial.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">This is because one of the worst things you can do for any company culture is to micro-manage your employees. Happy employees are born out of a management team that is there for them when they\u2019re needed, but that ultimately trusts them to do the right thing.<\/span><\/p>\n<blockquote><p><span style=\"font-size: 14pt;\">&#8220;Do not keep smart people on a tight leash.\u201d <a href=\"https:\/\/en.wikipedia.org\/wiki\/Barry_Appelman\">Barry Appelman<\/a><\/span><\/p><\/blockquote>\n<h2>Company Culture at 100 Employees<\/h2>\n<p><span style=\"font-size: 14pt;\">As your company grows, relationships will naturally change.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">10 or so employees are likely to form one, single, tightly-knit group. You\u2019re probably also going to have a very flat management structure.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">As more people join the ranks, different \u201ctribes\u201d are going to develop &#8211; regardless of how adept you are at bringing the right personalities on board &#8211; and there\u2019s a greater chance that some people will feel like they just don\u2019t \u201cfit in.\u201d<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">In fact, research has shown that the faster your company grows, the more apparent these shifts will be.<\/span><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"alignnone size-full wp-image-2884\" src=\"https:\/\/www.culturesummit.co\/wp-content\/uploads\/2017\/10\/2.png\" alt=\"\" width=\"550\" height=\"538\"><\/p>\n<p><span style=\"font-size: 14pt;\"><a href=\"https:\/\/hbr.org\/2017\/03\/how-morale-changes-as-a-startup-grows\">Image Credit<\/a><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">It\u2019s certainly not impossible to maintain a close company culture as you grow, though. When <a href=\"https:\/\/www.mycorporation.com\/\">MyCorporation<\/a> started out, <a href=\"https:\/\/www.entrepreneur.com\/article\/297902\">they felt like family<\/a>, a feeling they worried they would lose as they expanded. However, through regular team activities and a culture of kindness and encouragement, they\u2019ve stayed \u201cclose and connected.\u201d<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">That flat management structure which was so fundamental to your company culture in the beginning is likely to change, too. That\u2019s normal, and in most cases, necessary. What you need to do, however, is implement systems that ensure all voices are heard and that everyone, regardless of their role or relationships with others, feels that they\u2019re working towards the same common goal.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>A mission statement<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">While you can write a mission statement at any point, it often makes sense to hold off until the company reaches a certain size and you have a concrete idea of both your company\u2019s and employees\u2019 values.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">It\u2019s always a good idea to involve your staff in creating your mission statement, too. Ask them to share what <i>they<\/i> see as the company\u2019s mission or values, look for common themes in their responses, and work this into a statement that everyone agrees reflects why they come to work and what they\u2019re trying to achieve.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Here\u2019s an example of this in practice from <a href=\"https:\/\/open.buffer.com\/build-company-culture\/\">when Buffer set out to define their company values<\/a>. This is the form they distributed to staff:<\/span><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"alignnone size-full wp-image-2885\" src=\"https:\/\/www.culturesummit.co\/wp-content\/uploads\/2017\/10\/3.png\" alt=\"\" width=\"550\" height=\"506\"><\/p>\n<p><span style=\"font-size: 14pt;\">And here\u2019s one of the completed forms they got back:<\/span><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"alignnone size-full wp-image-2886\" src=\"https:\/\/www.culturesummit.co\/wp-content\/uploads\/2017\/10\/4.png\" alt=\"\" width=\"550\" height=\"360\"><\/p>\n<p><span style=\"font-size: 14pt;\"><b>Regular culture reviews<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Ask employees to rate your culture on a scale of 1-10 and provide feedback on what they do and don\u2019t like about it.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Do this once a year, unless responses signal that more regular reviews are needed.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>Input from employees<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Allow your staff to get involved in shaping company culture. Encourage feedback and make speaking up easy by implementing a system in which employees can share thoughts and ideas anonymously, or at least without judgment.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>An onboarding process<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">The bigger the company, the more difficult it generally is for new employees to fit in. This means that implementing (and following) a set of procedures for onboarding new employees is essential.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">This should include things like:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Ensuring someone is in the office and ready to greet the new hire as they arrive.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Getting everything they need to work (computer and phone, for example) set up and ready to go <i>before<\/i> they arrive.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-size: 14pt;\">Giving them a tour of the premises and introducing them to everyone they\u2019ll be working with.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-size: 14pt;\">It\u2019s also a great idea to assign each newbie a \u201cbuddy\u201d who will take them under their wing, show them the ropes, and be their first port-of-call for answering questions.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>An ability to adapt to changing staff dynamics<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">The sort of relationships a company of 10 might have are often impossible or inappropriate to maintain in a company of 100 or more. Learn how relationships change as companies grow, and figure out how you can help your staff foster and maintain strong relationships &#8211; with both existing and new staff members &#8211; as the number of faces they see every day increases.<\/span><\/p>\n<h2>Company Culture at 1000 Employees<\/h2>\n<p><span style=\"font-size: 14pt;\">A company with 1000 employees probably has multiple sites in different cities. They may well have even expanded into other countries. One of the biggest challenges, therefore, becomes maintaining, across all branches, a culture that\u2019s in line with the company\u2019s core values, but that also accommodates the unique needs of each location and its people.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">The delicatessen chain <a href=\"http:\/\/www.zingermansdeli.com\/\">Zingerman\u2019s<\/a> is one such company that <a href=\"http:\/\/www.zingtrain.com\/org-culture-steps\">has dealt with the issue<\/a> of maintaining their culture across different locations. Their solution was to push for a coherent culture across all locations, but to allow for cultural variations across different departments and shifts. Specifically, they encourage their leaders \u201cnot to fight against this diversity, but rather to focus on the positive.\u201d<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Here\u2019s what else you need to do to ensure your company culture is consistent (within reason) in a company with 1000 employees or more.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>A plan of attack for dealing with organizational change<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Change puts staff morale and, in turn, company culture at risk. Devising a contingency plan that details how to positively communicate and roll out organizational changes can help staff adjust, and reduce impact on company culture.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>A systemized yet personal and approachable HR department<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Big companies need systemized HR departments &#8211; without this, they\u2019re very likely to buckle under the pressure. At the same time, an effective HR department needs a personal approach. The challenge is how to balance these opposing working styles.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">You might want to start with easing their workload by outsourcing some of their more basic administration tasks.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>A head of company culture<\/b><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">A business of this size likely has divisions that operate autonomously. This puts communication and company culture at a high risk of being siloed. If you value your company culture, hiring someone who\u2019s responsible for overseeing and helping maintain that culture across sites and divisions is essential.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Take Google, which <a href=\"https:\/\/blog.kissmetrics.com\/googles-culture-of-success\/\">offers perks including<\/a> free, chef-prepared meals, subsidized massages, <a href=\"http:\/\/www.geek.com\/articles\/gadgets\/google-uses-high-tech-nap-pods-to-keep-employees-energized-20100618\">nap pods<\/a>, and <a href=\"https:\/\/www.forbes.com\/sites\/meghancasserly\/2012\/08\/08\/heres-what-happens-to-google-employees-when-they-die\/\">death benefits<\/a>.<\/span><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"alignnone size-full wp-image-2887\" src=\"https:\/\/www.culturesummit.co\/wp-content\/uploads\/2017\/10\/5.png\" alt=\"\" width=\"550\" height=\"340\"><\/p>\n<p><span style=\"font-size: 14pt;\"><a href=\"https:\/\/www.geek.com\/gadgets\/google-uses-high-tech-nap-pods-to-keep-employees-energized-1264430\/\">A Nap Pod in action<\/a><\/span><\/p>\n<p><span style=\"font-size: 14pt;\">They understand that these perks are not enough to create the culture they want their employees to enjoy, so in 2006 they employed a \u201cChief Culture Officer\u201d <a href=\"http:\/\/fortune.com\/2012\/07\/30\/the-rise-of-the-chief-culture-officer\/\">whose job included<\/a> protecting \u201ckey parts of Google&#8217;s scrappy, open-source cultural core as the company has evolved into a massive multinational.\u201d<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">It\u2019s probably safe to say this culture has had a big part to play in the impressive 4.4 rating Google has <a href=\"https:\/\/www.glassdoor.co.uk\/Reviews\/Google-Reviews-E9079.htm\">on Glassdoor<\/a>.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\"><b>What do you think companies need to create a positive culture as they start out and as they grow? Do you have any company culture stories to tell (good or bad)? If you do, it\u2019d be great if you could spare a moment to share your thoughts in the comments below.<\/b><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>As a company grows, something that can make or break it is its culture. A good culture creates happy, hard-working employees who stick around for the long haul. Conversely, a poor culture leads to disengaged employees, poor productivity, and high staff turnover. Which of these scenarios do you think is going to help a company [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":1819,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[39,40,41,22],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What Your Company Culture Needs at 10, 100 and 1,000 Employees - Culture Summit<\/title>\n<meta name=\"description\" content=\"As a company grows, something that can make or break it is its culture. A good culture creates happy, hard-working employees who stick around for the long haul. But what does it take to create an environment that your employees want to be in, and can thrive in? 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