Company culture is not about where you work - whether you are in the office or remote. It's not even really about the activities you partake in during the workday, or the fun things you do with your coworkers. It's more than that.
Culture is about how you act.
So often companies try to lure talent by providing games or food or drinks or events.
And sure, those might be appealing to some, or they may be the "shiny objects" that make a candidate think the grass is greener with you than wherever they are now, but the effects wear off over time. Ping pong tables lose their luster and the drinks don't stay so cold when other - more important - things aren't provided.
"Fun stuff" should be built on top of foundational benefits and an environment of respect and empathy - not a facade or something you offer instead of those things.
Think of Maslow's hierarchy of needs. Certain needs must be met before someone can strive for a higher potential. Similarly, a company needs to check certain boxes in order to keep employees happy. People are often motivated in a certain order, and even if this order isn't evident at the start of their employment, eventually, it will make or break their experience with your company. In other words, they may come for the pong pong table and free snacks (hopefully not, but you never know), but they'll stay if their manager treats them with respect.
That is because if you want people to stay, you have to think long-term. And in the long term, the way people treat each is other is paramount.
Company culture is embedded in the way people treat each other at your company. The fabric of your company is made up of all of the conversations people have each day.
Here are some questions to ask yourself:
Can you trust your employees? Your peers? Your leaders?
Do you have role models you look up to within your organization?
Are positive behaviors praised or rewarded?
Are there certain standards employees are held to? Are employees held accountable against these standards?
Is communication empathetic, clear, and widespread?
Is your voice heard, respected, and encouraged?
How important is someone's word?
Are you hearing consistent messages at every level - from leaders, in meetings, from individuals, etc.?
And here are some deeper questions:
Do people lie in meetings, or do they approach the truth with respect and honesty?
Is everyone just trying to appease one another, or even hurt one another?
Or do they recognize they can achieve shared goals even if their methods or personalities differ?
If you're not in the room, can you trust that someone will give you credit for your work or defend your strategy?
Do people spread rumors or talk about each other disrespectfully to you, or do they vouch for others in front of you?
Are instances of poor communication addressed, or are they swept under the rug?
Do double standards elevate some employees above others, or is there a spirit of camaraderie and collaboration at every level?
Is there a 'boys club,' a 'rite of passage,' hazing ritual, or any other type of ceremonial behavior that is negative and hurtful?
How are hurtful behaviors dealt with? Where do you go for confidentiality?
How transparent is your employer? If they aren't sharing the same data with everyone, do you trust that that data is accurate and is being used for your benefit?
Do you believe the people above you (and around you) genuinely care about your wellbeing?
The answers to those questions make up your company culture.
You can be a trustworthy leader, a thoughtful communicator, an intentional meeting scheduler, and a collaborative contributor no matter where you are - whether you're in the office, at home, on the other side of the world, taking a break, playing ping pong, taking care of your children, walking your dog, or working late. You can do this regardless of whether you are a department head or an individual contributor or anyone in between - your title does not determine your worth when it comes to company culture. You can establish and maintain trust and empathy and togetherness from anywhere, at any level, across any function, in any industry.
Your culture is the way your employees feel about their work. About each other. About your brand. Do your employees feel an all-encompassing dread on Sunday nights? Or do they feel invigorated in their work? Next time, don't ask if they enjoy the free snacks or the weekly happy hours -- ask them if they feel valued. If people communicate respectfully to them. If they feel empowered to be a part of something big and to grow in a way that suits them and the company together.
The foundation of your company culture is in the way your employees treat each other - which is established by the way you treat them. It is modeled at every level - in company-wide meetings, in leadership meetings, in team meetings, in one-on-ones, in emails, in Slack, on video, in texts - in every single interaction. Be thoughtful in your communication, ensure your message is consistent and authentic, and listen to understand - not to reply. Celebrate behaviors tied to deeper values such as respect and integrity, and monitor the way people talk to each other to create a space that is safe for everyone to embrace their skills, work together, and grow.
Ask yourself: How do you want your employees to feel when they go to work tomorrow? Instill that spirit in the environment today and maintain it in every interaction everyone has with each other from here on out. Commit to it, celebrate it, and communicate it. And watch your employees soar.
