If you ask any of OPR’s team members why they most enjoy working at Obsidian, I can guarantee they’ll all have the same answer – our company culture. Having happy and healthy employees is a prerequisite for long-lasting company success, and our firm certainly isn’t the only business out there that recognizes this! Read on as I break down a few examples of companies that have received thumbs up from their employees when it comes to company culture. Looking to improve your business’s employee satisfaction rate? Take note!
LinkedIn’s CEO, Jeff Weiner, leads his company by a certain set of guidelines – which he calls “compassionate management.” While some may misconstrue compassion as softness or weakness, Weiner argues that it takes “superhero strength” to show compassion from the top down in an organization. The driving force of compassionate management is the understanding that the role of every manager is to remove obstacles from their employees’ paths that interfere with their work. At Obsidian, we’re shown in numerous ways that management is always on our team and has our best interests at heart – whether it’s personally or professionally.
The online shoe and clothing retailer recognizes that employees who don’t fit in with the company’s culture can have a negative impact on the employees they work with, which can decrease enthusiasm and motivation to perform. With that in mind, the company requires candidates to go through cultural fit interviews during the hiring process. These are similar to the team interviews we conduct at Obsidian. At our firm, maintaining our positive company culture is an essential part of our hiring plan. While the right skills are always preferred, they can also be taught. But, it’s very difficult to “teach” someone to fit into your company’s culture.
The online glasses company grew its employee base from zero to 1,400 people in only eight years, and I’m sure from this gist of this blog post you can guess how… by focusing on company culture! Similar to Obsidian, Warby Parker has established a dedicated culture team tasked with planning events and activities that promote and foster an internal community. While we’re all committed to our 8 a.m. to 5 p.m. jobs, it’s not a crime to have a little fun while we’re at it! It’s important to plan activities throughout the year, so your team always has something to look forward to.
Addressing the issue of refining your company culture can feel daunting, but small efforts can, over time, lead to large improvements. The first step? Determine your employees’ needs, wants and pain points. Use anonymous surveys, through tools like SurveyMonkey, to gather employee feedback and identify key issues. Then, analyze your findings and develop a framework for your cultural transition.