It seems that startups and small businesses have all the fun - from letting your team taking longer lunches, to having pizza parties every Friday and of course, the in-house gym. This seems like the “perfect” corporate culture because your teams are happy, and you’re coined as the cool company to work for with the best employee perks. However, as you grow as a business, is this really sustainable?
Scalable corporate culture is something that needs consideration and should be an important organisational fundamental as it’s imperative to have a happy, engaged workforce who loves coming to work, however, this needs to also make financial sense for the company. What happens when your team grows from 10 employees to 20, 50 and even 100? There need to be impactful markers in place which still safeguard the right company culture to keep teams motivated and productive, and will not always break the bank.
Corporate culture seems a topic of much discussion and debate globally. On the flip side, 87% of companies cite employee culture and engagement as one of their top challenges. With unclear metrics on how to measure the effect and success, a lot of companies are tempted to focus their attention and budget elsewhere, however, culture needs to be the underlying soul of your business. Hung Pham, one of the top thought leaders on employee culture transformation, has deemed corporate culture one of the pressing issues in all businesses and has even developed an annual Culture Summit which brings together hundreds of culture champions around the world to share actionable insights and strategies on building maintainable corporate culture. Corporate culture drives employee engagement, leading to greater employee productivity and, in due course, a stronger business overall. Here are a few ways how to scale your employee culture as and when your company grows:
Employees are a company’s most valuable asset and resource. Without a team, there is no business. According to Gallup, only 32% of employees are engaged at work. It’s thus imperative to make sure that your employees are not only accurately skilled for their position but are also the right fit culturally in order to engage them. Employees also need to be a “value fit” within your organisation and want to share in your company’s vision. Right from the hiring process, candidates need to buy into your business, not only into the products and services on offer but also into the culture and interwoven workings of the teams.
Change in any organisation is inevitable, especially as companies grow and evolve. A company’s employee culture can be fluid as long as the values of your business remain constant and consistent over time. Ultimately it is the values that will define your culture. Culture is the sum of your employee’s behaviour and how they interact, engage and act within your business and together. Thus if they all share the same vision and goals, and are happy and fit well together, then your culture will be strong and ongoing. For example, if a company’s values are integrity, empathy and accountability, employees need to align their behaviours to such and act in accordance in order to build a sustainable culture.
There always seem to be the unsung ambassadors in every organisation who live and breathe the culture of your brand and company. These people love what they do, and believe in the company’s purpose. They are the cheerleaders who will drive the culture across the board, from low-level workers to top-level management. When your company grows, don’t lose sight of these heroes, keep them at the forefront as they are the ones who will endorse and uphold your culture through and through. Remember to take the time to reward and recognise these people and thank them.
Rewards are incentives to motivate your team, which creates a positive working experience, hence a culture where people like working in. Rewards can be delivered across the board and don’t need to be expensive. When one feels recognised and appreciated, the positive feelings this can radiate can be felt in the company culture. Flexible rewards can be flexi-working hours, having a games room, team lunches, retail vouchers, free coffees from the local coffee shops. Set goals for your employees and when they meet and exceed them, reward them. This will ultimately boost the culture across your teams and ensure harder working departments. If this type of culture is set up from the get-go, employees will know they will be rewarded and will make them feel worthy.
Employee perks are one effective way to create a culture that employees love. If employees are happy with their whole working package - from salary, corporate environment, job satisfaction and employee benefits - they will be more inclined to remain in their role, and be productive, which fosters the culture businesses all aim to achieve. If employers can offer benefits that stretch further than the workday, for example, lifestyle benefits, it shows they care about their staff’s lives too, this not only demonstrates a duty of care but an awareness of the teams' holistic wellbeing, which will result in a good culture.
Staff Treats offers over 3,000 different employee perks and discounts which can foster a positive employee culture where employees are engaged and motivated. If you’d like to find out how Staff Treats can help with your corporate culture, today.