5 WAYS TO BUILD A STRONG COMPANY CULTURE

BUILD AN AUTHENTIC NARRATIVE

PRACTICE WHAT YOU PREACH

INVOLVE EMPLOYEESUSE CULTURE TO ATTRACT CANDIDATES

MAKE CULTURE A SHARED RESPONSIBILITY

A good narrative will help steer your company and its employees in the right direction because the right talent will resonate with a genuine and relevant proposition.

In 2002, Scott Farquhar and Mike Cannon-Brookes set up Atlassian, an enterprise software company founded in Australia. While the company may have started with just two enthusiastic university graduates, today it boasts over 1000 employees, 12 offices and more than 40,000 customers worldwide. Though the company has grown incredibly over the last 12 years, it has managed to maintain its core culture by staying true to its five values ranging from ‘Be the Change You Seek’ to the very honest and direct ‘Don’t #@!% the

Customer’. The company has never shied away from being true and authentic, using its values to serve as a standard for the talent they want to hire and the story they want to tell. These values really come to life through the company’s innovative engagement programs such as ShipIt, an activity that enables staff to express innovation and creativity by building any project they want in just 24 hours. Source: https://lnkd.in/dwxpgk4

1. BUILD AN AUTHENTIC NARRATIVE

ATLASSIAN

Make your culture something to be proud of, that employees are invested in and something that gives them a reason to remain at your company.

As a company that’s in the business of promoting better health, Australian private health insurer MediBank is equally focused on creating a healthy workplace for its employees. In October 2014, the company moved into new headquarters in Melbourne to a building designed specifically to improve health and champion activity based working (ABW). Moving away from a traditional office space, the new workplace encourages movement, flexibility, interaction and engagement amongst staff. Employees have the power to

determine their work location with 26 different work settings, they can take stairs to increase activity or sit outside on the building’s wifi enabled balconies or in its public park. Since the move, absenteeism has fallen with 79% of staff more collaborative than before, 66% say they’re more productive and 71% say they’re better connected to the company’s ethos ‘for better health’. Source: https://lnkd.in/dHN7jij

2. INVOLVE EMPLOYEES

MEDIBANK

Giving employees the ability to create a sense of ownership in their company enables them to see how they are actively building and contributing to culture.

Indian Telecommunications provider, Indus Tower, champions employee engagement by valuing teamwork, actively encouraging mutual respect and collaboration to ensure all staff feel connected with its core values. The company has a number of workplace initiatives that provide staff an opportunity to engage and connect with each other to create its own unique culture. Employees have the ability to get involved via a number

of ways such as the Values Storybook, where employees can share their stories for a chance to be included in a book compiled twice a year, or they can participate in Dilemma Workshops that give staff an opportunity to interact with leaders once a quarter to openly address and resolve issues they face in their roles.

Source: https://lnkd.in/dGz388D

3. MAKE CULTURE A SHARED RESPONSIBILITY

INDUS TOWER

Creating a clear culture needs to come from the top down with leaders reinforcing the company’s foundations, vision and ethos. At the helm of Asia’s largest low

cost airline is Tony Fernandes, the CEO who has worked tirelessly to build the airline into a thriving business since launching in 2001 with only two aircrafts. Fernandes adopted a hands-on approach to create business success, using his honest and open personality to create a loyal and engaged team. Fernandes is known for putting staff first, whether it’s giving every single employee his mobile phone number should they need to call

him, or spending a day every couple of weeks working directly with crew and staff, he puts himself at the cold face of the business to stay in touch with his employees. His leadership was recently commended after his management of the tragic AirAsia Flight QZ8501 crash, highlighting the brand’s commitment to integrity and values – even in the face of adversity. Source: https://lnkd.in/dHXsxFj

4. PRACTICE WHAT YOU PREACH

AIR ASIA

Employment is about the value proposition. Your company will be expected to provide an enriching workplace for employees, but you should equally expect current and prospective talent to bring their own uniqueness to the table.

According to the founder of Lululemon Athletica, Chip Wilson, “The Law of Attraction simply says that you attract aspects, qualities and people in your life that reflect the type of person you are.” At Lululemon, the company embodies this ethos by understanding that its people are its most important resources – they are the brand ambassadors and recruiters. Candidates are hired for their culture fit; whole people are assessed based on their potential

for growth and evaluated against how well they resonate with the core values of the Lululemon culture. The uncompromising approach works for the athletic retailer, by making the right hires the company has built an empire with passionate employees that have become a dedicated workforce. Source: https://lnkd.in/dgHTRqj

5. USE CULTURE TO ATTRACT CANDIDATES

LULULEMON

‘To create a winning culture that will attract and retain top talent, you have to turn the tables and consider your employees. By knowing what motivates them to wake up every day and come to work, you can find a solution to the

problem, increase your retention, and win top talent.’

Forbes

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