How to Build a Great Work Culture

Building the right work culture for your company is like building wealth. How does a Silicon Valley executive define work culture? Work Culture is the essence of the company, beliefs, thought processes, attitudes of the employees, ideologies and principles of the organization.
It isn’t possible to concentrate on building a great culture right in the beginning. During the initial years the focus is on developing something that is strong, long-lasting and liked by all. It is only after that can the firm slowly establish a universal, fundamental theme.

During the early days, the problems are simpler, communications more direct, all the members sit through every decision company. These values, and personalities of the early group are essentially connected with your culture, that develops much later. As the company grows, it is difficult to communicate clearly or to create a process or procedure for everyone and everything, with a team, as large as 100+ hard-working, driven employees. It is then, that culture really starts to matter. That is when you need to decide what kind of company you what to build, and how you could get there. Just like you maniacally built the product, we needed to do the same with culture.

There are a few things you can keep in mind:

(1) As an entrepreneur, don’t get caught up in routine jobs. These jobs can be entrusted with your co-workers. As the business grows, you need to spend more time allocating resources, managing teams, and executing new plans. It is also important for your employees to feel a critical part of the company. Surround yourself with social support to have people do the work for you.

(2) Culture is shaped mostly by how your leaders act. You need to decide whether ‘team-work’ is the ideal your team embodies, or is it ‘transparency’ that is the most important. Your business and your team are a reflection of yourself. Only when you are completely honest with your team members, will they trust you. Only when they trust will they be inclined to follow you. You are absolutely accountable to each one of them.

(3) Organizational structure is another very important aspect that drives culture. There should be proper hierarchy, under a marketing leader. Every employee should be assigned a particular position, and given specific tasks, such that he/she does not mingle in other areas of work and the environment is confusion free.

(4) When you hire someone to work with you, you need to make sure the person is on the same page; if he understands what your company aims to achieve. It is important for you, as a leader, to give him an imagery, to get to see and understand your vision. So check for compatibility- whether the candidate is comfortable with the office culture, his willingness to participate in project meetings and how he manages to get along with his colleagues.