{"id":12184,"date":"2019-05-20T11:34:14","date_gmt":"2019-05-20T11:34:14","guid":{"rendered":"https:\/\/work.life\/?p=12184"},"modified":"2022-03-21T16:08:45","modified_gmt":"2022-03-21T16:08:45","slug":"creating-a-positive-company-culture","status":"publish","type":"post","link":"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/","title":{"rendered":"Work Happy: Creating A Positive Company Culture"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_81 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Quick Links<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Positive_Company_Culture_Definition\" >Positive Company Culture: Definition<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Creating_A_Positive_Company_Culture_Guide\" >Creating A Positive Company Culture: Guide<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#What_we_learned\" >What we learned:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#%E2%80%9CWe_cant_set_the_culture_we_can_only_influence_it%E2%80%9D\" >\u201cWe can\u2019t set the culture, we can only influence it\u201d<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#%E2%80%9COur_secret_sauce_is_our_people%E2%80%9D\" >\u201cOur secret sauce is our people\u201d<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#%E2%80%9CSet_your_people_up_for_success%E2%80%9D\" >\u201cSet your people up for success\u201d<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Tonys_top_tips_for_creating_a_positive_company_culture\" >Tony\u2019s top tips for creating a positive company culture<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Panel_Discussion\" >Panel Discussion:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Minimising_the_fallout_from_a_bad_hire\" >Minimising the fallout from a bad hire<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Diversity_in_Culture\" >Diversity in Culture<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Cost-effective_Team_Bonding\" >Cost-effective Team Bonding<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#What_are_the_new_workforce_looking_for_from_their_work\" >What are the new workforce looking for from their work?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#Measuring_success\" >Measuring success<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/work.life\/blog\/creating-a-positive-company-culture\/#More_Positive_Company_Culture_Blogs\" >More Positive Company Culture Blogs<\/a><\/li><\/ul><\/nav><\/div>\n<p><span style=\"font-weight: 400;\">On 17th May, we held the fourth event in our Work Happy event series, this time honing in on how to go about <strong>creating a positive company culture<\/strong>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Work.Life\u2019s mission is to be the UK leaders in workplace happiness and in our Work Happy event series, we hear from experts in the happiness field who make it their mission to help people find their best work and life selves. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">So far, we\u2019ve heard from Henry Stewart of Happy Ltd. on <a href=\"https:\/\/work.life\/blog\/work-happy-the-future-of-happiness-at-work\/\" target=\"_blank\" rel=\"noopener noreferrer\">empowering your people<\/a> and owning up to your mistakes, Sally Lovett on how <a href=\"https:\/\/work.life\/blog\/physical-wellbeing-in-the-workplace\/\" target=\"_blank\" rel=\"noopener noreferrer\">what you eat at lunch might ruin your day<\/a> (a hard one to swallow), Jodie Carriss on <a href=\"https:\/\/work.life\/blog\/work-happy-mental-health\/\" target=\"_blank\" rel=\"noopener noreferrer\">mental health at work<\/a> and making the unsaid said, plus, a whole host of other clever humans on the highs and lows of engaging the future workforce. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">This month, our speaker was <a href=\"https:\/\/work.life\/blog\/work-life-meets-tony-mcgaharan\/\" target=\"_blank\" rel=\"noopener noreferrer\">Tony McGaharan<\/a>. Tony works in People Operations at <a href=\"https:\/\/about.google\/intl\/en-GB\/\" target=\"_blank\" rel=\"noopener noreferrer\">Google<\/a> and is currently responsible for hiring Product Managers in London. Passionate about people development at all levels, Tony finds and nurtures the best tech talent and ensures leaders at Google get the most out of their teams.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Positive_Company_Culture_Definition\"><\/span>Positive Company Culture: Definition<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Company culture is defined as the personality of a business. Every company has a culture in some form &#8211; it includes a range of elements like work environment, core values, ethics and the company&#8217;s mission.<\/p>\n<p>But what makes a positive company culture? A positive company culture is a workplace culture which encourages employee engagement, creates enthusiasm and boosts productivity. For these reasons, it&#8217;s widely accepted that having a positive company culture has benefits for recruitment, employee retention, branding and ROI.<\/p>\n<p>So how do businesses go about creating a positive company culture? Let&#8217;s find out..<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Creating_A_Positive_Company_Culture_Guide\"><\/span>Creating A Positive Company Culture: Guide<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>&nbsp;<\/p>\n<h3><span class=\"ez-toc-section\" id=\"What_we_learned\"><\/span><strong>What we learned:<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12212\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh4-300x200.jpeg\" alt=\"creating-positive-company-culture\" width=\"701\" height=\"467\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh4-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh4-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh4-1024x683.jpeg 1024w\" sizes=\"(max-width: 701px) 100vw, 701px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Tony started off addressing the buzzword that is, culture. He explained that a culture is dynamic and the sum of its parts, <\/span><strong>\u201c<\/strong><b>it can\u2019t be influenced by just one person\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Google employs close to 100,000 people worldwide, with offices in 60 countries and 150 cities.\u00a0<\/span><span style=\"font-weight: 400;\">Tony explained that Google\u2019s mission is to <\/span><b>\u201corganise the world\u2019s information, making it accessible and useful\u201d<\/b><span style=\"font-weight: 400;\">. This mission has remained constant from the get go, all \u2018Googlers\u2019 know it and put it at the forefront of what they do.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In order to embed the culture in thousands of teams across the world, Tony explained that a company&#8217;s internal operating principles must be the same. At Google, those principals are mission, transparency and voice. \u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Transparency comes into play every week at Google\u2019s TGIF (Thank Google It\u2019s Friday) meetings. The entire global team get together each week and share information about product launches and hear stories about the business from around the globe. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Google\u2019s founders, Larry Page and Sergey Brin, are still very much in touch with the people on the ground and answer questions from anyone in the company. <\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12207\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh9-300x200.jpeg\" alt=\"positive-corporate-culture\" width=\"701\" height=\"467\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh9-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh9-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh9-1024x683.jpeg 1024w\" sizes=\"(max-width: 701px) 100vw, 701px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Tony also said that Google take their Annual Employee Survey seriously, as do team members, <\/span><b>\u201cThere\u2019s a 90% response rate across the company and that\u2019s because employees see change from them\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Google have established a clear OKR (objectives and key results) structure where any employee can access their own and others\u2019 OKR\u2019s online and senior leaders are expected to report back on theirs. The idea is that there are stretch targets, <\/span><b>\u201cyou\u2019re not necessarily expected to hit them all and this creates a great environment for not being afraid to fail and a good tolerance for risk\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"%E2%80%9CWe_cant_set_the_culture_we_can_only_influence_it%E2%80%9D\"><\/span>\u201cWe can\u2019t set the culture, we can only influence it\u201d<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Tony touched on how Google addresses the diversity of cultures across their offices worldwide. Creating a positive company culture that transcends the barriers which might emerge through difference in language and culture is no mean feat. Tony said that you can\u2019t ask people to ditch their national culture at the door, <\/span><b>\u201cpersonally, I\u2019m always amazed that everywhere I go, there\u2019s buy in to the Google culture. We maintain consistency across the globe because the brand is very strong\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"> Tony\u2019s experience dictates that even when the physical spaces are different or the roles people do do not relate to each other, the company culture can stay the same so long as everyone shares and understands the same mission.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12204\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh12-300x200.jpeg\" alt=\"\" width=\"699\" height=\"466\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh12-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh12-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh12-1024x683.jpeg 1024w\" sizes=\"(max-width: 699px) 100vw, 699px\" \/><\/p>\n<h3><span class=\"ez-toc-section\" id=\"%E2%80%9COur_secret_sauce_is_our_people%E2%80%9D\"><\/span>\u201cOur secret sauce is our people\u201d<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Tony\u2019s job is centred around finding the right people for the job, but he explained that they don&#8217;t rely on simply finding the person with the technical skill to do the job best. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Google have a thorough interviewing process which is designed to assess people based on a range of attributes, only one being their ability to perform the tasks of the role. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although it\u2019s vital that an employee is technically able to perform, if they score extremely highly elsewhere in the process, this may carry them through, <\/span><b>\u201cWe ask, can you do it? And if not, can we train you to do it?\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">All prospective Googlers are also rated on leadership (Do you work well in a team, do you challenge the status quo?), Googleyness (Will you be effective in the Google culture?), passion (Do you love the mission?) and ownership (Do you have an element of humility, can you make good decisions that have impact?).<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12208\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh8.jpeg\" alt=\"positive-company-culture\" width=\"700\" height=\"467\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Google follow the traditional structured (<\/span><b>\u201cthey give a much better review of performance than unstructured\u201d<\/b><span style=\"font-weight: 400;\">) interview process which includes phone and face to face interviews, but also include a final step of enlisting a hiring committee, <\/span><b>\u201cthis is a group of senior leaders who objectively review all of the interview feedback so we can be sure a good decision is made\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tony explained that Google is, by nature, extremely data driven and that their interview process is no different. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Their data analysts have determined that once you\u2019ve completed four interviews, you can statistically have 84% confidence that you\u2019ll make the right decision. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Despite their data driven approach, Tony explained the process is still very human, <\/span><b>\u201cWe\u2019re People Operations not HR [&#8230;] After we\u2019ve hired, it\u2019s important to focus on how we\u2019ll care for the people, make it easy for them to do their job and look after them for the entire lifecycle\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"%E2%80%9CSet_your_people_up_for_success%E2%80%9D\"><\/span>\u201cSet your people up for success\u201d<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Tony (a keen sportsman!) then brought our attention to \u2018pre-season\u2019, otherwise known as employee on-boarding. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tony believes a structured and thorough onboarding process can have serious impact: <\/span><b>\u201cIt matters. We set up an experiment with a control group and a group where managers were nudged to ensure specific parts of the on-boarding process were complete. Those that were nudged were fully effective 25% faster\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Armed with data, the People team at Google have found that supporting and developing their managers to become good coaches for their team is the most important influencer on workplace happiness:\u00a0<\/span><b>\u201cWe want managers who empower their team and care about their team&#8217;s successes and wellbeing\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Competencies such as having a focus on career development, having technical skills to up-skill their team, plus, being a strong communicator and decision maker are all rated at Google as necessary skills for managerial positions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"> Tony also explained that being able and excited to collaborate across the company is a more recent addition to the list, <strong>\u201cWhen we\u2019re growing so fast, different product areas often become siloed. We\u2019re in a much better place now that we\u2019ve recognised this\u201d<\/strong>. <\/span><\/p>\n<h3><img decoding=\"async\" class=\"alignnone wp-image-12203\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh13-300x200.jpeg\" alt=\"\" width=\"701\" height=\"467\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh13-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh13-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh13-1024x683.jpeg 1024w\" sizes=\"(max-width: 701px) 100vw, 701px\" \/><\/h3>\n<h3><span class=\"ez-toc-section\" id=\"Tonys_top_tips_for_creating_a_positive_company_culture\"><\/span>Tony\u2019s top tips for creating a positive company culture<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>Psychological safety<\/strong>.<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> Remove the fear of failure, allow your people to be vulnerable without the fear of repercussions.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><strong>Dependability.<\/strong>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> Trust on both sides. Be able to rely on your employees and managers to complete work well.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><strong>Structure and Clarity.<\/strong>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Is everyone clear on what they\u2019re trying to achieve? If not, is everyone clear on how to get there?<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>Meaning<\/strong>.<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Does our work have meaning? Are we connected to the fact that this is important?<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>Impact<\/strong>.<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Does the work we\u2019re doing have an actual impact on the mission?<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><strong>Care for your people.<\/strong>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are there systems in place to support our team\u2019s wellness?<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><strong>Focus on inclusion.<\/strong>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Is our workplace an inclusive environment? Are people able to benefit from the joy of diversity?<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Panel_Discussion\"><\/span>Panel Discussion:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12201\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh15-300x200.jpeg\" alt=\"company-culture-positive\" width=\"699\" height=\"466\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh15-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh15-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh15-1024x683.jpeg 1024w\" sizes=\"(max-width: 699px) 100vw, 699px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">For our panellist discussion, Tony was joined by Sarah Penney (Tide) and Rochelle Bray (Work.Life), as our host Angelica Malin, Editor in Chief <\/span><span style=\"font-weight: 400;\">of <\/span><a href=\"https:\/\/www.abouttimemagazine.co.uk\/\"><span style=\"font-weight: 400;\">About Time Magazine<\/span><\/a><span style=\"font-weight: 400;\">, probed the trio on how we can take action to build a happier work culture.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sarah is the PR and Communications Manager at business banking platform, <a href=\"https:\/\/www.tide.co\/?utm_source=Google%20Ads&amp;utm_medium=CPC&amp;utm_campaign=Brand-Exact&amp;utm_content=Tide-Core-E&amp;utm_term=tide&amp;gclid=Cj0KCQjwoInnBRDDARIsANBVyAQvGoJxHBqHWF-jN1BlibLuTj7O3ebbfZDec3I7UwBrD9DHAjxvqgsaAuskEALw_wcB\" target=\"_blank\" rel=\"noopener noreferrer\">Tide<\/a>. As the first hire in the PR and Communications team she is currently focussed on setting up much of the communications infrastructure at Tide.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"> Sarah has developed the internal communications channels at the company and is working to embed refreshed business values and behaviours, as well as building their profile as a brilliant place to work. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Rochelle Bray is the Team Engagement Officer at <a href=\"https:\/\/work.life\">Work.Life<\/a>. Rochelle looks after all of the recruitment, HR and engagement for 50+ Work.Life employees, in all 9 locations spread across London, Reading and Manchester.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Angelica kicked off by asking the group for their golden rule in creating a positive work culture. Rochelle stated for her it\u2019s having a shared purpose, <\/span><b>\u201cThere needs to be a clear mission across the team. We live our values so that we employ the right people from the get go. Transparency is also important for us, sharing all parts of the business with the team\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">She said that keeping people updated on how the business is doing maximises productivity, \u201c<\/span><b>if every single day you work very hard and see no movement, then you\u2019re less likely to be passionate about the work you\u2019re doing\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12200\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh16-300x200.jpeg\" alt=\"\" width=\"699\" height=\"466\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh16-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh16-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh16-1024x683.jpeg 1024w\" sizes=\"(max-width: 699px) 100vw, 699px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Sarah agreed that having a shared mission and purpose is foundational and that Tide are going through the process of updating their values to fit where the company is at now, <\/span><b>\u201cI<\/b><b>n two years the company has grown to over 150 people and the old values don&#8217;t work anymore. We held workshops where everyone across the business was encouraged to be involved in developing new values- even our team in Bulgaria were involved! We also made sure the executive team were there in every workshop so they could hear what the business means to its employees\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tony said the big thing for him is inclusion, <\/span><b>\u201cTry not to cater to a specific type of individual. For example, we know we have a lot of parents at Google so every office has a safe area for kids to play\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Minimising_the_fallout_from_a_bad_hire\"><\/span><span style=\"font-weight: 400;\">Minimising the fallout from a bad hire<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">All of our panelists agreed on the costliness of a bad hire to your company culture. <strong>\u201cYou\u2019ve got to get it right\u201d<\/strong>, said Tony, <\/span><b>\u201cit\u2019s important to take your time to mitigate the risk of hiring someone who could be cancerous to your culture\u201d<\/b><span style=\"font-weight: 400;\">. He said that he\u2019s heard of lots of the most technically talented applicants getting to the final stage and not getting the role based on culture fit, <\/span><b>\u201cyou cannot compromise when it comes to humility and respect\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12199\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh17-300x200.jpeg\" alt=\"\" width=\"701\" height=\"467\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh17-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh17-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh17-1024x683.jpeg 1024w\" sizes=\"(max-width: 701px) 100vw, 701px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Sarah said that Tide always include a member of the team who has nothing to do with the applicant\u2019s role as a type of \u2018culture interviewer\u2019, <\/span><b>\u201ctheir only job is to see if the person will fit in with the company or not\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As Tony pointed out, <\/span><b>\u201csmall companies don&#8217;t have the luxury of absorbing a bad hire\u201d<\/b><span style=\"font-weight: 400;\"> and Sarah agreed that it\u2019s imperative to strike the balance between skill and culture, <\/span><b>\u201ca startup can\u2019t absorb lack of skill or a bad culture fit\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Diversity_in_Culture\"><\/span>Diversity in Culture<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">When Angelica asked whether an introverted person is able to get across their social fit in a one hour interview slot, Tony noted that <\/span><b>\u201cculture isn\u2019t an excuse for not hiring someone you don\u2019t like\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Google\u2019s research found that employees who felt their teams were more diverse and inclusive, also felt they were most capable of innovation, <\/span><b>\u201cif you want to innovate, grow and be competitive, think about hiring a diverse team\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Rochelle added that if someone is more introverted, you should ensure they\u2019re interviewed by someone with a similar personality type. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Angelica also asked about neurodiversity and Tony said that it\u2019s about <strong>\u201cchanging the interview process to make it nurturing for everyone, not lowering the bar\u201d<\/strong>.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Cost-effective_Team_Bonding\"><\/span><span style=\"font-weight: 400;\">Cost-effective Team Bonding<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12206\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh10-300x200.jpeg\" alt=\"\" width=\"699\" height=\"466\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh10-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh10-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh10-1024x683.jpeg 1024w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh10.jpeg 1600w\" sizes=\"(max-width: 699px) 100vw, 699px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Rochelle said that Work.Life allocate every team member \u00a325 per month of \u2018team joy\u2019, where you must spend the money enjoying yourself with any of your colleagues. This helps us with creating a positive company culture that everyone can benefit from.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At Tide, they hold a new joiners breakfast, <strong>\u201cM<\/strong><\/span><b>anagers introduce the new hire and the new employee then gives two facts and a lie about themselves! It\u2019s a nice way to get to know everyone informally and have food together\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tony pointed out that team bonding can often revolve around the pub but that\u00a0<\/span><b>\u201cwe need to be inclusive of everyone\u201d<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">He\u2019s found that forced outdoor fun is a thrifty and simple way to have fun outside the office with your team, <\/span><b>\u201cit\u2019s good to have a leader who say\u2019s \u2018Lets go to the park!\u2019 You\u2019ve got to balance the formal and the informal\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"What_are_the_new_workforce_looking_for_from_their_work\"><\/span>What are the new workforce looking for from their work?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Sarah, Tony and Rochelle have all found people are increasingly looking for purpose and an opportunity to develop. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s obvious that workplaces must adapt to meet this desire.<\/span><span style=\"font-weight: 400;\"> Tony said, <\/span><b>\u201cAs a business, if you want to be successful then it&#8217;s in your best interest to support your team and to help understand and marry their purpose with their role\u201d<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"> He said that although it\u2019s on an employee to own their career, companies should create an ecosystem of support. Google have a <strong>&#8220;grass-roots led&#8221;<\/strong> learning management system where you can learn skills from your colleagues, everything from coding to public speaking.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12194\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh24-300x200.jpeg\" alt=\"create-positive-culture-at-work\" width=\"701\" height=\"467\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh24-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh24-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh24-1024x683.jpeg 1024w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh24.jpeg 1600w\" sizes=\"(max-width: 701px) 100vw, 701px\" \/><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Measuring_success\"><\/span>Measuring success<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">At Work.Life, every member of staff has personal \u2018rocks\u2019 to complete quarterly. The company also has shared \u2018team rocks\u2019 which every individual in the company is bonused around. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is similar to Google&#8217;s OKR system, and Tony reminded us\u00a0that it shouldn&#8217;t be cut and dry,\u00a0<\/span><b>\u201cit\u2019s important to note that there is the \u2018What did you achieve?\u2019 hard metrics and the \u2018How did you get there?\u2019 question\u201d.\u00a0<span style=\"font-weight: 400;\">Remembering that not achieving all of the OKR&#8217;s does not necessarily constitute failure, it&#8217;s important for keeping teams motivated.<\/span><\/b><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12197\" src=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh21-300x200.jpeg\" alt=\"\" width=\"699\" height=\"466\" srcset=\"https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh21-300x200.jpeg 300w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh21-768x512.jpeg 768w, https:\/\/work.life\/wp-content\/uploads\/2019\/05\/wh21-1024x683.jpeg 1024w\" sizes=\"(max-width: 699px) 100vw, 699px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Work.Life is focused on providing happy workspaces and we hope that this event series will help others to understand how better to promote happiness and create a positive company culture in their workplace!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Next in the series, we have <a href=\"https:\/\/www.eventbrite.co.uk\/e\/work-happy-the-effect-of-flexibility-and-trust-on-happiness-at-work-tickets-61865360960?aff=erelexpmlt\" target=\"_blank\" rel=\"noopener noreferrer\">Work Happy: The Effect of Flexibility and Trust on Happiness at Work<\/a>\u00a0with experts from <a href=\"http:\/\/www.charliehr.com\">Charlie HR<\/a> and <a href=\"http:\/\/slack.com\">Slack<\/a>, which takes place in our Fitzrovia space on June 12th. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Thanks to everyone who made our fourth Work Happy event so great and we hope to see you all at the next one \u2013 take a look at our events page for more details!<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"More_Positive_Company_Culture_Blogs\"><\/span>More Positive Company Culture Blogs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul>\n<li><a href=\"https:\/\/work.life\/blog\/modern-working-practices\/\">Modern Working: Fad Or Here To Stay?<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/how-to-choose-an-office-space\/\">Choosing Your Next Office: &#8220;How To Find The One&#8221;<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/why-workspace-design-matters\/\">Work Happy: Why Workplace Design Matters<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/10-tips-for-less-manic-mondays\/\">10 Ideas For Less Manic Mondays<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/benefits-of-employee-perks\/\">The Business Benefits Of Happiness Perks For Your Team<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/10-tips-for-productivity\/\">10 Tips For Productivity<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>On 17th May, we held the fourth event in our Work Happy event series, this time honing in on how&#8230;<\/p>\n","protected":false},"author":63,"featured_media":12232,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_eb_attr":"","content-type":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[1],"tags":[],"post_type_category":[],"authors":[],"class_list":["post-12184","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-work-wellness-and-culture"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.0 (Yoast SEO v27.0) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Work Happy: Creating A Positive Company Culture - Work.Life - Blog<\/title>\n<meta name=\"description\" content=\"How are the likes of Google and Tide creating a positive company culture? 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