An amazing corporate culture can be a company's most powerful weapon, making it more competitive and helping to retain employees. Mashable's latest #BizChats on Twitter drew together experts to talk about the tricky work of creating a great corporate culture.
[seealso slug="authentic-company-culture"]
Over the course of an hour, @MashBusiness covered an array of questions, ranging from what companies should focus on to help employees achieve strong work-life balance, to how companies can get employees in different departments to interact more.
Several experts on corporate behavior weighed in, including Jeff Haden, active ghostwriter in HR, speaker, & contributing editor at Inc. Magazine; Steve Boese, co-chair of the HR Technology Conference & co-host of the HR Happy Hour Show podcast; Suzanne Lucas, HR blogger; and William Tincup, principal analyst at KeyInterval Research.
Check out highlights from the chat in the Storify, below:
[View the story "#BizChats: The secrets of amazing company culture" on Storify]#BizChats: The secrets of amazing company cultureMashable hosted a Twitter chat to shed light on what companies can focus on to facilitate amazing corporate culture amongst employees. Storified by Mashable· Thu, Jun 04 2015 12:15:34
Company culture has evolved into one of the hottest topics discussed amongst small and large businesses alike. When you dissect the components of culture, there are a lot of benefactors that play a part in business that leaders sometimes overlook. One of the most dangerous things a company can do is overlook the importance of facilitating long-term employee satisfaction in the office. Pulling off amazing company culture starts and ends with the people.
@mashbusiness and several HR experts participated a #BizChats Twitter chat to discuss how business leaders can help their employees fall in love with where they work. Welcome to #BizChats! Today we'll be uncovering the secrets of amazing company culture!Mashable BusinessA warm welcome to our HR experts: @jeff_haden, @SteveBoese, @RealEvilHRLady, @williamtincup! #BizChatsMashable Business#BizChat’s tip: Be sure to number your answers according to the question you're answering (ie., Q1.-->A1., Q2. --> A2., Q3. --> A3.)Mashable BusinessQuestion 1:Q1. What are some adjectives that should describe the ideal company culture? #BizChatsMashable BusinessA1 Some adjectives that come to mind are inclusive, transparent, diverse, challenging, and empowering #BizChatsSteve BoeseA1. Compassionate, Flexible, Forgiving and Fun are words I'd use to describe the ideal company culture #bizchatsWilliam TincupQ1. "Intentional." Like it or not, your company will have a culture. Why not make it a culture you really want? #BizchatsJeff HadenQ1. The cool thing is there is no one answer -- the only right answer is the culture that's right for you. #BizChatsJeff Haden#bizchats A1 Fair, honest, responsive, rewards success, learns from failure. http://t.co/CArDHwiMhiSuzanne LucasQ1: Dynamic, welcome, driven, motivated, collective, team-oriented #BizChatsPaysavvy@mashbusiness Productive, Scalable, Adaptable and many more :) #BizChatsdesigns.codesA1: True. Tribal. Tenacious. Smart. We look for those qualities in every Coyote recruit. #BizChatsCoyote LogisticsA1: adaptable, proactive, and supportive @mashbusiness #BizChatsClassically TrainedFast-Paced, exciting, hardworking. Honest, and positive! @mashbusiness #BizChatsZipRecruiterQuestion 2:Q2. What should companies focus on to help employees achieve strong work-life balance? #BizChatsMashable BusinessA2. Caring starts the process. If we (truly) care about our employees then we care about them outside of work. #bizchatsWilliam TincupA2. Focus on the outcomes of work rather than punching the clock being in the office, etc. #bizchatsWilliam Tincup#bizchats A2 The main thing a company should do to help with work-life balance is to let the employees have a life. No meetings at 10:00 pm.Suzanne LucasA2 For me, it is to set clear objectives and performance expectations, and then allow freedom for employees to execute. #BizChatsSteve BoeseA2. Offering wellness programs, flex time, telecommuting and sick leave will help employees achieve work/life balance #BizChatsGenesis HR SolutionsA2: Provide a robust benefits plan, including health and wellness incentives like subsidized memberships for activities #BizChatsPaysavvyA2 Measure success based on results not how much time was spent at your desk. #bizchatsDamon KlotzQ2. First you have to decide if work-life balance is important to you. If not, nothing you do will be sincere or have an impact. #BizChatsJeff HadenQ2. Walk your talk. Saying "we want you to have an outside life" doesn't matter if you're always in and always on. #BizChatsJeff HadenQ2. And make sure to hire people who like what you do and how you do it -- that way "work" and "life" will be more aligned. #BizChatsJeff HadenA2 Don't ask employees to stay late and work long hours on a regular basis. Remember they are people, not machines. #BizChatsSpencer Hudon II@mashbusiness A2: Flexibility to work remotely, team outings, and open environment help to keep a great work-life balance. #BizChatsMatt LugoA2: Leaders who set the example. If my boss checks emails at 9pm or Sat afternoon, I feel pressure to do the same #BizChats @mashbusinessClassically TrainedA2 A transparent culture with a results focus helps to reduce the notion that flexible workers are slacking off. #bizchatsDamon KlotzQuestion 3:Q3. What are some perks that employees can provide to help boost the company culture? #BizChatsMashable BusinessQ3. Free lunch is cool but I've also seen that mean "this way you can eat at your desks and keep working." Again, back to intent. #BizChatsJeff HadenA3 Rather than specific perks, employers should offer flexible and personalized packages that can support diverse employee needs. #BizChatsSteve BoeseA3 Actually measure what’s important to your people & understand that beer & food isn’t for everyone. #BizChats cc @CultureAmpDamon Klotz#BizChats A3 The favorite perks are flexible schedules, telecommuting and free lunch.Suzanne LucasA3: Ensure your organization is well staffed & try out flex scheduling to see if it works for your business #BizChats http://t.co/cbPbb0bZuxPaysavvyA3. Meet employees where they are... so... elastic enough to pay one employee more money and another more vacation or authority. #bizchatsWilliam TincupA3. Treat each employee different rather than the same. An "experiment of one" approach to corporate culture. #bizchatsWilliam Tincup$500 yearly reimbursement for health and wellness. This might include a 5k registration fee, or ski lift pass! #BizChats @mashbusinessBrad KarshA3. Pay people more... and by pay I mean... money... cold-hard-cash. That helps culture. #bizchatsWilliam TincupA3: Try #HRTech systems like @youearnedit, designed to reward employees. Positive recognition can work wonders on culture #BizChatsPaysavvyA3: Implement a regular innovation day where employees share their new ideas. Great way to build engagement esp w #GenY. #BizChatsCoaching Dean@mashbusiness Perk ideas for great culture? CEO fireside Q&As, happy hours, and a true open door policy. #BizChatsVerse Brand StrategyA3. Recognize people that are doing exceptional work not just popular employees. #bizchatsWilliam TincupA3: employees can share personal success/accomplishments/talents for all to celebrate @mashbusiness #BizChatsClassically Trained@mashbusiness A3: Innovative & fun perks - free lunch, @CitiBikeNYC membership, transit reimbursements, & happy hours etc. #BizChatsMatt LugoQuestion 4:Q4. How can companies get employees in different departments to interact more? #BizChatsMashable Business@mashbusiness At @Mashable we host Lunch & Learns that help us learn about our different departments and put names to faces! #BizChatsTracey Edouard #bizchats A4 Do employees in different departments need to interact more? Make sure there's a business need before throwing the party.Suzanne LucasA4 (1 of 2) Departmental cultural ambassadors! Each department has one. They plan monthly/bimonthly team building events. #BizChatsSpencer Hudon IIA4 (2 of 2) Cross-department communication requires flattening hierarchy to some degree. Love this one! I'm passionate about it. #BizChatsSpencer Hudon IIA4. Buddy or Mentor programs outside of current career track could also work. IE, I work in IT and the CFO is my mentor, etc. #bizchatsWilliam TincupA4 Our @SlackHQ channels are an open & transparent way for employees to get insight into what each team is working on. #BizChatsCulture AmpCompany parties and games. This year we're doing our 1st annual #ZipGames at our Summer party & we're all involved! @mashbusiness #BizChatsZipRecruiterQ4. Cross-departmental projects. Short-term stints. Nothing beats doing a job to understand why people do it the way they do. #BizChatsJeff HadenA4 Design spaces that create more in-person interaction, allow employees to expand beyond their roles, use tech to connect groups #BizChatsSteve BoeseA4: Rally the organization behind a cause. Group into cross-dept. teams to raise funds. Helps the community, helps your company #BizChatsPaysavvyA4 Have fun lunches such as desk decorating and mix up people in departments to be on different teams @mashbusiness #BizChatsHR Mgmt Institute A4: setting a target whereby different department member merge to join a team. #bizchatsChukwunonso NzekweA4: Have Wacky Wednesdays where employees shadow each other from different departments. #BizChats @mashbusinessBrad Karsh@mashbusiness A4 "Take a colleague to work" day. Internal job shadowing forms bonds + appreciation for other functional areas #BizChatsJennifer WarawaA4. You can't force people to interact, but company outings and friendly competitons between departments may work! #BizChatsGenesis HR SolutionsA4: A company is only as good as its talent. So nurture them all! #bizchats @mashbusinessIdeonQuestion 5: Q5. How can employers help its employees feel more satisfied with their work? #BizChatsMashable BusinessA5 Be intentional in describing the mission and how employees impact business results. Empower employees to take risks and develop #BizChatsSteve BoeseQ5. Ensure a direct relationships between effort and reward: Seeing the payoff—financial, spiritual, or other—means everything. #BizChatsJeff HadenA5 Peer-to-peer recognition awards. Getting an award based on praise from peers goes a long way and fuels collaboration. #bizchatsJennifer WarawaA5 Understand & measure what’s important to your employees. Engagement drivers will be different for everyone. #bizchatsCulture Amp@mashbusiness It helps to value employees in internal communications (ie. meetings, emails, etc.) 'Thank yous' are huge. #BizChatsChristine WalkerThe #1 driver of employee engagement is recognition. Awards ceremonies, champagne surprises, get creative! #BizChats @mashbusinessBrad KarshA5: Solicit regular feedback through continuous feedback systems like @15Five or @therealWIRL #BizChats http://t.co/sjstlp1E2NPaysavvyA5 Caring, compassion & opportunities to work on projects that ignite their passion even if they're outside the job spec. #BizChatsCharline Smith@mashbusiness A5. Set high/achievable goals; if not reached discuss why as learning opp.; if reached praise as success #BizChatsCity & State CareersQ5. What you provide can make a real impact in a customer's life. Help them see they sometimes provide more than a prod or serv. #BizChatsJeff Haden#bizchats A5 Positive feedback, saying thanks, firing the jerks, fair management and career progression. It's not that hard!Suzanne Lucas@mashbusiness A5 - Help them understand how it contributes to the bottom line. We send our designers every ad after it hits print. #BizChatsMikey SadowskiA5: Hire right. Tie daily activities to the Why of the work. Involve them in work that matters to them @mashbusiness #BizChatsClassically Trained@mashbusiness delivering excellence builds pride within the team, share the credit as a manager--let the team shineCaron SjobergA5. Deeply care about employees, even when it's outside of their (obvious) corporate interests. Turns out, that's satisfying. #bizchatsWilliam TincupQuestion 6:Q6. What are the biggest mistakes companies are making in regard to company culture? #BizChatsMashable BusinessA6 Allowing hiring for cultural ‘fit’ to create an ‘everyone is the same’ culture that does not welcome diverse people and ideas #BizChatsSteve BoeseNot every company fits into to the "jeans & ping-pong table" model of culture. Ask your employees what they want. #BizChats @mashbusinessBrad Karsh@mashbusiness A6. One big mistake... Ignoring signs from disenchanted employees and taking action to improve morale. #BizChatsBlissed-Out B#bizchats A6 The biggest mistake is that they think culture has to be something special and unique. It just needs to be good mgmt!Suzanne Lucas@mashbusiness Not having a brand strategy. Emotional #brand connection creates one united goal and vision to work towards. #BizChatsChristine WalkerThinking perks & culture are the same thing. #bizchats https://t.co/0kA7h07VdeCulture AmpA6. According to one study only 11% of new hires that failed in first 18 months failed due to deficiencies in technical skills. #BizChatsJeff HadenQ6: Not providing enough time off. Paid sick days and ample vacation time are to employee satisfaction #BizChats http://t.co/gx9HVJgMNuPaysavvy@mashbusiness Overworking employees w/out recognition of efforts. Decreases moral + productivity #BizChatsCity & State CareersA6 Classic mistake: Assuming all is fine. Ask employees via anon survey like @SurveyMonkey. It's the only way to know for sure. #BizChatsSpencer Hudon IIA6. They don't invest enough in culture. How about $1,000 per month per employee for culture? #investment #bizchatsWilliam Tincup.@mashbusiness #bizchats #cdublyou Not training everyone on the brand strategy. Not treating everyone as a vital brand ambassadorIdeon@mashbusiness A6 not providing a culture that promotes transparency. Team members need to feel comfortable and have a voice. #bizchatsChandler Kost@mashbusiness Forcing values & perks that don't resonate well with the teams. #BizChatsMatt Lugo@mashbusiness ignoring personal work/life balance habitsDillan DiGiovanniA6: Believing it is owned by senior leadership @mashbusiness #BizChatsClassically TrainedQuestion 7:Q7. What final tips do you have for cultivating authentic company culture? #BizChatsMashable Business#bizchats A7 Good management is the most important building block of a good company culture.Suzanne Lucas#bizchats and remember your lowest paid people are usually customer facing. They need to be happy and well cared for https://t.co/wSOQ82RH9bSuzanne LucasA7. Be who you are. Pretending value something you do not never works. Then find people who fit. #BizChatsJeff HadenA7. Then ensure your actions fit your intentions. Ultimately your company will be its actions, not its mission statement. #BizChatsJeff HadenA7 Leadership being accountable and accessible. Defining the ‘success profiles’ for the team. Clear expectations and rewards. #BizChatsSteve BoeseA7. Care enough to listen to your employees and invest accordingly. #bizchatsWilliam Tincup@mashbusiness A7. The office is a team. Put ego aside and get things done - its more fun, supportive + efficient #BizChatsCity & State CareersA7: remember that it is shared & participatory, & NO decision about it is neutral. Be intentional-it is the heart @mashbusiness #BizChatsClassically TrainedCulture is constant, you never turn it off. Let your company embody it everyday. @mashbusiness #BizChatsZipRecruiterA7 Define your brand + build a culture that amplifies it + brings it to life. What's happening internally should align externally #bizchatsJennifer Warawa@mashbusiness A7: Give everyone a voice and make room for organic growth instead of forcing it. Also recognize the diversity. #BizChatsHubnest Inc.A7 Decide on your culture before hiring the 1st employee. What perks embody that culture? After hiring re-evaluate. Does it work? #BizChatsSpencer Hudon IIYou can’t improve employee engagement & company culture if you don’t measure it. #bizchatsCulture AmpA7: Hire people who support your mission and your culture. The right people will fiercely protect what you want to accomplish. #BizChatsCoyote LogisticsA7: Go to the source, ask your employees! Don't be afraid to think of simple solutions. At times those are the best! #BizChats @mashbusinessBrad KarshA7: D standards should be built solely on PASSION&LOYALTY, those are catalysts that keep team members together& accelerate growth #BizChatsChukwunonso NzekweA7. Your employees are a direct representation of your brand and culture so cultivate transparency and authenticity #BizChatsGenesis HR SolutionsClosing Comments: Thank you for joining today’s #BizChats! Special thanks to our HR experts: @jeff_haden, @SteveBoese, @RealEvilHRLady, @williamtincup!Mashable BusinessWhat a great #BizChats session today! Thanks to @mashbusiness for hosting. It was fun and I gained a lot of insight from many participants!Spencer Hudon IIThis has been great... thank you... to all that shared your wisdom... 60 minutes evaporated for me... #bizchatsWilliam TincupThank you @mashbusiness for another super fun #BizChat... Until next time!Brad KarshGreat topic and great #BizChat today! Thanks for having us @mashbusinessGenesis HR SolutionsAmazing conversation about company culture today in #bizchats!Dr. Amanda Young