In recent times you will have heard a lot about corporate culture and its importance to business success and talent retention. talent retention. While most companies and startups are clear on the concept, many find it difficult to put it into practice. If this is your case, stay tuned to read this.
In this post we gather tips from three experts in corporate culture and transmission of values: Patricia FormentPeople Manager at Holdedthe startup that offers a technology for integrated business management; Paula FerrerHead of People at Cobee, a platform that automates benefits and flexible remuneration for teams; and Nitya FajardoRegional Sales Manager for Southern Europe and Latam at Factorial, a platform for Factorial, the software for the digitization of human resources departments.
Here we present the lessons learned from three success stories and how they have managed to grow and, at the same time, maintain the company culture in good health, from its founding as a startup to the moment of expansion in which the three scaleups currently find themselves.
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Define values with a collective exercise
Our company's values define its soul and must be mission-oriented, according to People Manager Patricia Forment. The corporate culture must follow a roadmap set by the founding team that takes into account both where we come from and where we are going.
However, for this second process, for the path we want to follow, it is very important to have the team's input, which is why the experts recommend that the values be defined through a brainstorming exercise to which all departments are invited.
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Include corporate culture in your Scorecard
For Paula Ferrer "the main asset of a main asset of a company is not the technology or the processes, since they are replicable, but what makes companies successful is the culture, the type of people they have, how they work and how they interact with each other". Therefore, it is very important that in the hiring process we make sure that the candidates are aligned with us and that they vibrate in the same direction. To this end, the degree to which they are in tune with our corporate culture should be one of the indicators on our Scorecard.
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Learn how to communicate values
In order for the corporate culture to permeate the team and not be lost, it is key to know how to transfer the DNA of the founding team to the other departments. the DNA of the founding team to the rest of the departments. To do this, according to Nytia Fajardo, it is essential to provide managers with the tools they need to transmit it. It is also essential to evaluate whether it fits and whether it has been understood with surveys, forms and even informal talks.
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Defend them!
Once we have achieved all this, we have to know that on the road to success there will come moments of change that could shake our corporate culture. The purchase of our startup by another group or the entry of a new investment are some of the situations in which we have to be transparent and explain what our values are. The goal is to conduct a values check and make sure that these values can fit in.
If you've been left wanting to learn more insights, here you can watch the conversation we had with them in the Startup Talk: Company's culture - from startup to scaleup at Aticco Bogatell. This conference has taken place thanks to the collaboration of Upbizor.