How Can You Improve Company Culture?
In the quest to enhance company culture, we've gathered insights from CEOs and Founders, who have shared eight transformative strategies. From introducing 'Thankful Thursdays' to creating a Gratitude Wall, discover how these leaders have positively influenced their teams' performance with innovative cultural initiatives.
- Introduce 'Thankful Thursdays'
- Foster Openness and Transparency
- Emphasize Continuous Feedback
- Conduct Regular Wellness Check-Ins
- Celebrate Client Wins with Champagne
- Utilize Feedback Apps for Improvement
- Hold 'Idea Sharing Fridays'
- Create a Gratitude Wall
Introduce 'Thankful Thursdays'
One strategy that had a delightful impact on our company culture was introducing "Thankful Thursdays." We dedicated one morning each month to celebrate wins, big or small, with a cheesy but heartfelt gratitude session. Imagine a room full of caffeine-fueled professionals giving shout-outs and sharing appreciation—it's like a corporate version of an award show, minus the red carpet glam. This simple ritual not only boosted morale but also fostered a sense of camaraderie and acknowledgment among team members. It's amazing how a few moments of genuine appreciation can turn a hectic work environment into a place where high-fives are currency and smiles are abundant.
Foster Openness and Transparency
A high-impact strategy I introduced to my company centered on openness and transparency. I set out to create an environment that recognized that we are all human beings and, therefore, we all come to work with our differences; we all make mistakes; we all have opinions. The core of it was to instill an understanding that we can all coexist and support each other, without blame or reprimand for making mistakes as a result of experimenting, trying new methods, or simply doing what it takes to get the job done.
It really started with bringing people together in a variety of ways that suited their personality—not forcing it—but through encouragement. This was a mix of in-person and digital platforms. People congregate where it suits them.
Then it progressed to learning and reflecting on what works and what doesn't work, at all levels of the organization. We normalized this through a regular cadence of communication and developing community. One very helpful strategy was to get job-swapping for a day so that people can see how the hand-offs and work streams interact and depend on each other. I also introduced a 'This is how I screwed up today' board where team members could post their failures openly. I went first.
This strategy has brought people together and work far more cohesively. 'Management' is required less, allowing team members to get on with their jobs unimpeded by hostile review processes.
Emphasize Continuous Feedback
I firmly believe that it's my responsibility as a founder and CEO to create, communicate, and reinforce the culture—it's not something to delegate to someone else. The only way to do this well is to know my value system, share it early and often, and back it up in practice.
This principle also guides our executive search work with our customers, where we encourage founders to define what they stand for while taking ownership of how it's cultivated.
Knowing what we're about and living it in practice makes it easier to achieve alignment. Misalignment is where problems blossom.
At the top of my 'culture pile' is creating a supportive environment for excellent work fueled by open communication. We do this by emphasizing continuous feedback and learning, setting expectations early and often together, and proactive communication—especially when it gets hard. Problems only get bigger when left unattended.
For example, if I want my team to care about our customers, be there for them, prioritize them, and deliver excellent service and results, I must be willing to do the same thing in practice. We have structured meetings and unstructured meetings where there is safety and support to tackle problems or challenges quickly (together).
We can't fake intentionality and care; they're 'baked' into every part of our culture. This has impacted our performance, with a dialed-in team that feels empowered to use their voice, care for the customer, and raise their hand when something is off track without fear of repercussions. I believe it's the backbone for why we have a 98% success rate and a raving fanbase of customers and candidates.
Conduct Regular Wellness Check-Ins
One strategy that's made a significant difference at PRESS is the implementation of regular wellness check-ins with our team. Early on, we realized that open communication and genuine care for each other's well-being could transform our work environment. We set aside time each month for team members to share their thoughts, whether about work or personal challenges. This practice not only fostered a supportive and empathetic atmosphere but also highlighted areas where we could make improvements. I remember one check-in where a therapist suggested ergonomic upgrades to our massage tables, which we quickly implemented. The result? Happier staff, improved morale, and a noticeable boost in overall performance. Creating a culture where everyone feels heard and valued has truly made us stronger and more cohesive as a team.
Celebrate Client Wins with Champagne
In my previous company, we were very bad about celebrating wins. I remember telling my partners we were going to throw a big celebration when we broke the $1M in annual revenue mark. But we forgot all about it. Other milestones were similar.
This time around, we've implemented a ritual where we open a bottle of champagne whenever we get a new client, doesn't matter how big or small. The office has a wine fridge in it, with a sticker on the front saying, 'Champagne is for closers.' We don't go in there unless we get a client. But when we do, we toast and celebrate the win. I think it's been huge for creating a sense of momentum and gratitude.
Utilize Feedback Apps for Improvement
I have utilized apps that make it easy to give and receive feedback. This makes it so that when we have thoughts on how someone can improve, or how a process can improve, it is more seamless to leave that feedback in real-time rather than waiting until a year-end performance review. In addition, we have implemented quarterly check-ins to ensure there is time devoted to bidirectional feedback and process improvements. The takeaway, I'd say, is to a) allow time and space for feedback and b) use tools and processes that make feedback easy to share often. Remember, culture is what you set the tone as, so if you make it comfortable for everyone to want to give feedback when they feel it would be valuable to do so, then everyone will naturally get on board and follow suit.
Hold 'Idea Sharing Fridays'
I implemented establishing regular 'Idea Sharing Fridays.' Every Friday, we hold informal meetings where team members can share their ideas and suggestions for improving any aspect of our business. This open forum encourages creativity, cross-department collaboration, and a sense of ownership among employees. It has been a game-changer for us.
Not only have we discovered innovative ideas that have streamlined our processes and improved customer satisfaction, but we've also seen a noticeable increase in team morale and engagement. Employees feel heard and valued, which translates into higher productivity and a more positive work environment. By fostering an inclusive culture where every voice matters, we've built a stronger, more cohesive team motivated to contribute to our collective success.
Create a Gratitude Wall
We implemented a "Gratitude Wall" in our main office space where employees can publicly acknowledge their colleagues' contributions. This low-tech approach has dramatically improved morale and teamwork. We've seen increased collaboration, as people are more aware of others' efforts. This simple practice has created a culture of appreciation, reducing conflicts and boosting overall productivity.
