![](https://radicalloop.com/storage/blogs/cce936e4-fec3-4f48-b2ea-64104df61cb9-company-culture.jpg)


***“Are you struggling to build a company culture?”***

***“How to bring synergy and unity among the employees?”***

***“Is there any secret behind fostering company culture?”***


If you are a CEO, you might be struggling with these thoughts. 
Scaling a business during “Resignation Period” comes with a host of challenges. The situation becomes worse when an employee starts an exodus movement. 

However, the pandemic has taught employees to reevaluate their goals and priorities and make way for personal growth. On the other side, companies have realized the importance of adding flexibility to their culture. Altogether, this led to a shift in the employee-employer paradigm. 

> ❝RadicalLoop focuses on Employee Growth and Learning,” says Jimit Shah, Founder of RadicalLoop. “We have expanded the training programs even at the managerial level and offered respective field-based sessions so everyone can become a master in their respective area.❞

So, do you want to grow your company in the new landscape? 

Become a leader and make your employees an integral part of your leadership. Understand your employee and make them understand the company’s needs. Because growth comes hand-in-hand with an unbreakable synergy between Employees and Organization. 


**How to foster valuable Company Culture in your Organization?**

**1. Maintain transparency at all the levels**

Transparency isn’t just positive for the employee but also for promoting company culture. It maintains synergy and strong trust amongst the stakeholders of the organization. To promote transparency, start preaching open communication. Make transparency your moral value. 

**?TIP:** Many times using no or outdated communication tools can be a hindrance to transparency (especially with remote employees). Incorporate the latest communication and collaboration tools in your functioning for connective growth. 

As per [Bonusly’s 2020 Engagement and Modern Workplace Report](https://bonus.ly/employee-engagement-guide/improve-employee-engagement), highly engaged employees are 2.1x more likely to report working for a transparent organization than Actively Disengaged employees. 


**2. Focus on sustainable growth and not rapid growth**

Rapid growth works excellently for the bottom line but it can also be a corporate culture killer. If you want your entire company to grow, start taking personal interviews and giving 1:1 feedback. 

Secondly, make continuous learning a part of your culture. Design spaces and social and community channels for employees where they can focus on work and foster personal interests. You can -

- Organize seminars and webinars 
- Conduct training programs for accessing the upgraded technologies 
- Invite speakers and corporate trainers for soft-skill training
- Keep them posted with the latest launch in your company or your competitor’s company

At [RadicalLoop](https://www.radicalloop.com/), our company’s leadership team extends their mentorship beyond the workplace and help employees be more human.

No matter the level, we value every individual and create a positive culture by encouraging one-on-one meetings between various roles and teams.

**3. Follow the ‘Add’ Factor instead of ‘Fit in’ Factor**

You can never grow your company by hiring candidates who can fit into your company culture. Instead, hire candidates who can add value to your culture and take it to the next best level. 

It’s extremely important to consider the feedback of new employees on the culture and make improvements on it accordingly. Motivate your employee whenever and wherever required.

This will improve the productivity standards at the workplace and accordingly boost creativity at its best. For instance- 

?[Sticky Notes](https://www.fastcompany.com/1663137/how-3m-gave-everyone-days-off-and-created-an-innovation-dynamo) is the most innovative dynamo of 3M. 

3M followed a free time program. It had allotted the 15% time of their working hours to the employee and asked them to do what they like to do. The motto behind the extended time policy was to let creative juices flow within employees’ minds. And that’s how the concept of sticky notes was brought into the market.  

?Google's [20%](https://www.hrzone.com/lead/culture/why-did-google-abandon-20-time-for-innovation)’ resulted in some of the company’s most successful products such as Gmail. More the flexibility, the more focused innovation will be.

**4. Make your team laugh**

[RadicalLoop](https://www.radicalloop.com/about) maintains a friendly and congenial environment at the workplace. They even make time for social meet-ups and try to include remote employees in their fun activities and celebrations. You can also try something like -

- Arrange for quizzes
- Organize a virtual game night
- Play virtual Meeting Bingo 
- Have celebrations 

Platforms like [Jackbox Games](https://www.jackboxgames.com/), [Houseparty](https://houseparty.com/), and [PlayingCards.io](https://playingcards.io/) are popularly used for engaging remote members.

Michael Portman, CEO of [Birds Barbershop](https://birdsbarbershop.com/) sent a company-wide email “requiring” drug testing on a random basis on April Fool Day. It brought everyone into a laughter moment because they knew it was the 1st of April.

So, the point is – you are never too big or too designated to make the moment bright and keep working hours light.

**5. Conduct personalized behavior-based interviews**

Don’t ask candidates about their values and core ethics. Instead, give them the situation and then solicit information about how they have handled situations in the past. 

You can give a hypothetical scenario and ask them to find the cause and effect. You can ask them what they could have done in that particular scenario.  

Draw your conclusions based on the answers given and rate their hard skill, soft skill, and technical skill. Decide whether the candidate can be a perfect match or can be made a perfect match for your organization.

> ❝We have a unique culture of ownership, enthusiasm, and collaboration at Reonomy, and I’m thrilled to be a part of it,” says [Michael Manne, Chief Revenue Officer](https://www.reonomy.com/). “Many companies talk about culture, but it’s something you both see — and feel — when you visit our office.❞

**6. Translating values into behaviors**

Go beyond defining your values and principles. Try to implement the values into behavioral actions and make everything in writing so things become protocols. For instance, make a protocol where an employee who is a team player will help coworkers in solving their problems. 

It will be their responsibility to resolve the doubts of co-workers and look for ways to acknowledge others’ contributions to their success.

> ❝Your values determine what is important and meaningful to you. They align with your purpose and speak loudly and passionately to others—and yourself—about who you are and what you're called to do in this world.❞   – [Lolly Daskal](http://www.huffingtonpost.com/lolly-daskal-/leave-your-values-at-the-_b_3757476.html)


**The Final Words** 

Most of the companies offer similar perks and benefits but they fail in determining company culture.  However, organizational culture not only comprises the firm’s basic personality. It streamlines how an employee should communicate and carry out various processes to achieve collective goals.
 
A strong company culture must expose employees beyond their boundaries through ongoing organizational support. Remember that the best company culture makes the employee feel safe and welcome. It never makes them feel excluded (whether you’re a part of a remote team). 

So, to get started which of these steps will you take first? Share your views in the comment section.

What makes a strong company culture for today's modern workplace? Here are our top 6 tips, tricks and example on how you can improve your company culture.

“Are you struggling to build a company culture?”“How to bring synergy and unity among the employees?”“Is there any secret behind fosterin

Harnessing the Power of Company Culture: Top 6 Tips, Tricks and Examples

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