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The Culture Question: Building a Lasting Company Culture

Company culture


  • : the beliefs, customs, arts, etc., of a particular society, group, place, or time

  • : a particular society that has its own beliefs, ways of life, art, etc.

: a way of thinking, behaving, or working that exists in a place or organization


The culture of a company has been popping up frequently in business conversations.  Company culture is made up of a combination of vision, values, processes, language, beliefs, habits and the general attitude of the entire team as a whole.

A cohesive company culture plays a huge part in the customer experience, and therefore should be something every C-Suite executive and manager should take seriously. The culture you create is what people will see when interacting with your company, from customer service to sales to your overall marketing messages.

Company culture is less about ping pong tables and more about a shared belief about what you do, why you do it, and what the customer experience should be like.

If you haven’t already established a solid foundation of a company culture, I suggest you take a look at your team. How are they interacting? Do people get along? Is every person representing the company consistently and giving the customer the same, amazing experience every time? If not, then it’s time to sit down and establish some ground rules for your culture.

1. Revisit your vision often.

Remind your team what you are working towards. Give them something to work towards. When the collective works together, the light at the end of the tunnel tends to seem much closer.

2. Plan team events

Get your team together in a more social environment where they can interact outside of the daily stress of the ‘grind.’ Whether it is a birthday party or outdoor activity, just get the team together and let people get to know one another and their true personalities.

3. Hire smart.

It is not always better to hire someone with more experience or better grades. More often than not, it is wise to hire a person who shares the same beliefs and habits as the rest of your team. People enjoy working with people they like. This encourages collaboration, teamwork, and enthusiasm for each other’s work. Hire a person who aligns with your culture, not just the skillset you’re looking for.

4. Destroy the silos.

A siloed organization is a doomed organization. Ted Bauer explains the silo effect and what can be done in this article. Silos create a more hostile environment and therefore a inconsistent culture. Collaboration between ALL departments is key.

5. Have fun with it.

This may sound cheesy, but it’s so true. Don’t try and force beliefs, habits, norms, etc on your team. Instead have fun establishing your culture together. Make it a place where people want to come and work and truly enjoy being part of the team. Happy employees = happy customers.

From my personal experience, I know it’s so important to love the team you work with. Considering we spend the majority of our days and lives, in general, working, we want to enjoy it. It won’t be fun all the time, but as long as we know that our foundation is strong and that there is a culture of trust and consideration, working becomes much less of a chore.


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