What is Company Culture? - How to build a company people love, doing work that matters | BambooHR
Summary
TLDRThis script explores the concept of company culture, emphasizing that it's more than just perks or benefits. It's about the shared values, behaviors, and how employees treat each other. The key is focusing on people, defining mission, vision, and values, and ensuring actions align with these principles to create a genuine, respectful work environment.
Takeaways
- π€ Life is full of questions, but not all are of equal significance in the context of company culture.
- π Company culture is often associated with perks and benefits, but these are not the sole defining factors.
- π‘ The true essence of company culture is the shared values, beliefs, and attitudes within an organization.
- π Defining company culture involves more than just listing values; it's about how people interact and work together.
- π₯ Treating each other well is central to a strong company culture, as it influences behaviors and work dynamics.
- π’ Communicating company culture effectively involves defining mission, vision, and values.
- π« 'Walking the walk' is crucial; company culture is not just about what is said but also about actions and behaviors.
- πΌ Focusing on people and how they should be treated helps in identifying worthwhile perks and benefits.
- π Hiring and retention should align with the company's culture, ensuring that all employees embody its values.
- π The best companies prioritize people, understanding that a culture centered on respect and care leads to success.
- π± A company culture that fosters professional and personal growth is more likely to be successful and fulfilling.
Q & A
What is the main theme of the video script?
-The main theme of the video script is the exploration and definition of company culture, emphasizing its importance beyond just perks and benefits.
What are some of the initial questions mentioned in the script that are considered small?
-Small questions mentioned include 'What's that smell?', 'Where do you want to eat?', and 'Wait what did you just say?'
How does the script differentiate between small and big questions?
-Small questions are everyday, casual inquiries, while big questions, such as 'Where's grandpa now?' and 'What is company culture?', have significant implications or require deeper thought.
What is the script's stance on the association of company culture with benefits or perks?
-The script suggests that while benefits and perks can influence culture, they are not the defining elements of company culture and should not be mistaken for it.
What does the script suggest is the core of company culture?
-The script suggests that the core of company culture is how people within an organization interact with each other and work together, focusing on mutual respect and treatment.
What are the three key elements the script recommends defining to communicate company culture?
-The three key elements are mission, vision, and values. Mission defines the purpose beyond making money, vision outlines long-term goals, and values describe the fundamental beliefs guiding behavior and treatment of people.
How does the script address the importance of aligning actions with company culture talk?
-The script emphasizes that talking about company culture is useless unless it is backed by actions that reflect the culture, particularly in how people are treated within the organization.
What does the script imply about the role of perks and benefits in shaping company culture?
-The script implies that perks and benefits can be part of the culture but are not the sole determinants; they should support and align with the core values and behaviors of the organization.
What is the script's view on the relationship between company culture and employee happiness and engagement?
-The script suggests that a genuine company culture, where people are treated with respect and have opportunities to grow, contributes to employee happiness and engagement.
How does the script define company culture in terms of employee behavior and values?
-The script defines company culture as the values and behaviors that people in an organization agree on, which are reflected in how they treat each other and collaborate.
What is the final advice given in the script regarding company culture?
-The final advice is to focus on treating people well, ensuring they have opportunities for professional and personal growth, as this will likely lead to a successful and positive company culture.
Outlines
π€ The Essence of Company Culture
This paragraph delves into the profound question of what constitutes company culture. It emphasizes that while many definitions exist, the true essence of company culture lies in how people within an organization interact and work together. The script highlights that it's not merely about perks or benefits, but rather the shared values, beliefs, and behaviors that shape the way employees treat each other. The importance of defining a company's mission, vision, and values is underscored, as these elements help communicate the culture effectively. However, the script also warns that talking about culture is futile unless it is genuinely reflected in actions, with respect being a fundamental aspect of a healthy company culture.
π Cultivating a Fulfilling Work Environment
The second paragraph focuses on the practical implications of defining a company culture. It suggests that the key to a successful culture lies in how employees treat each other and collaborate, which in turn affects their happiness and engagement. The script encourages companies to prioritize the professional and personal growth of their employees, implying that this approach will naturally lead to a positive work environment. The paragraph ends with a humorous note, hinting at the broader, existential questions about company culture in unconventional settings, such as heaven, and the potential for misunderstandings in interpersonal relationships, even in celestial realms.
Mindmap
Keywords
π‘Company Culture
π‘Values
π‘Behaviors
π‘Mission
π‘Vision
π‘Perks
π‘Respect
π‘Interaction
π‘Treat Each Other
π‘Professional Growth
π‘Personal Growth
Highlights
Life is full of questions, emphasizing the importance of understanding different types of inquiries.
Most questions are small, highlighting the everyday nature of many inquiries.
The humorous mention of a smell introduces a light-hearted tone to the discussion.
The question 'Where do you want to eat?' represents everyday decision-making.
The phrase 'Wait what did you just say?' captures the essence of misunderstandings and the need for clarification.
Questions like 'Where's grandpa now?' are identified as significant, setting a contrast with smaller questions.
The idea of ghosts being aliens from another dimension introduces a speculative and thought-provoking question.
The question 'So, do you love me?' is highlighted as a deeply personal and impactful inquiry.
The business world's big question 'What is company culture?' sets the stage for a deeper discussion on organizational values.
Company culture is described as having many definitions, some incomplete, indicating the complexity of the concept.
Benefits and perks are associated with company culture, but it's noted that they are not the entirety of it.
The statement 'company culture exists independent of those things' emphasizes the deeper aspects of culture beyond perks.
The definition of company culture as a set of standards and attitudes is presented, suggesting a broad understanding.
Shared beliefs and purposes within an organization are identified as key components of company culture.
Values and behaviors that people agree on are highlighted as the essence of company culture.
The importance of defining mission, vision, and values is emphasized for communicating company culture.
The statement 'company culture talk is useless unless you walk the walk' underscores the need for action over words.
Focusing on how people should be treated is identified as central to building a genuine company culture.
The best companies are described as those that focus on people, indicating a people-centric approach to culture.
Defining culture and growing it should depend on people, highlighting the human element in organizational culture.
The final note on ensuring people have opportunities to grow professionally and personally is a key takeaway for a successful culture.
Transcripts
Life is full of questions.
Most questions are small.
Oh. What's that smell?!
No no.
Where do you want to eat?
Wait what did you just say?
However some questions
--
Where's grandpa now? --.
Are big.
What if what we call ghosts
are actually aliens from another
dimension?
So,
do you
love me?
Of all the questions asked in the
business world, very
few are as big as 'What
is company culture?' So
what does company culture mean?
Well, there are a lot of definitions
out there. Some are good.
Some are not so good.
And some are, well,
incomplete.
It's
pretty common for people to
associate company culture with
things like benefits or perks.
It's so fun beating you...
Guys!
Some of us are trying to not
work here. OK?
Now this
is company culture!
These things can influence culture
for sure and hopefully they have
a positive impact.
But it's important to recognize that
company culture exists independent
of those things.
Now
this, is what I call company culture.
In
other words you can't just give your
employees a bunch of free stuff and
hope that those things equal
culture.
There are no shortcuts.
I thought you'd never ask.
There are a lot of good definitions
for company culture out there.
Company culture is the set
of standards and attitudes
that members of an organization
have in common.
Actually it's the shared
beliefs and purposes within an
organization.
That's what company culture is.
No no, you're both close but company
culture is the values and behaviors
that people in an organization agree
on.
I
didn't give up my semi-annual perm
for this...
Those are all fine answers.
Whether you call them values or
beliefs or whatever.
It is helpful to find
the common principles you aspire
towards. It helps make sense
of your culture and your people.
But even these definitions
ultimately fall short.
What?
These definitions
are close but there's something very
important that these types of
definitions forget.
Just spit it out skinny
boy! What is company culture?
Company culture
is ultimately about how we
treat each other. In fancy marketing
language, company culture is the
summation of how people within an
organization interact with each
other and work together.
Not bad.
Okay,
really what a company believes
or values isn't as important
as how they act.
Now it's still important to talk
about your culture.
In fact, as you communicate your
culture, may I suggest you do
that by defining these three things:
first, define your mission--in
other words, what is your purpose
beyond just making money?
Second, define your vision.
What is it you want to accomplish in
the long term?
Third, Define your values.
What are the fundamental beliefs you
share on how people should act and
be treated?
Defining these three things will
help you communicate your culture to
others.
But remember, company culture talk
is useless unless you walk the walk.
And no amount of brilliantly worded
mission statements or fun perks
can make up for a genuine culture
where people are treated with
respect.
He's joking.
Don't.
When you center your
culture efforts around people and
how they should be treated,
everything else falls into place.
This is what the best companies do.
They know that when you focus on
people it's clear what behaviors
and values.
And beliefs.
And beliefs
are truly important.
Focusing on people helps you know
which perks and benefits are
actually worthwhile to offer.
You know who to hire since you can
look for candidates who already
treat people the way you do.
And on the flip side you know who to
well let go.
We can go on and on discussing
company culture because there's so
much to it.
But the point is
this: cultures are made up of
people. So how you define
it and grow your culture should
depend on people.
How should your people treat each
other to be happy and engaged?
How should your people work together
to be fulfilled and successful?
Answer those questions first.
However you define your culture, if
you make sure your people have the
opportunities to grow professionally
and personally, chances are
everything will work out.
Now go out there and be
good to each other.
Mom what's company culture like in
heaven?
You
sure you wanna know, kid?
Hey, uh, What do you think?!
Never.
Yeah, it
figures.
You think he knows that he's
kissing an alien from the Gremulon
galaxy?
What is wrong with you!
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