Culture of Fastest Growing Companies

We are in the era of start-ups and there is a huge respect for people who take the efforts to start on their own. When you are the whole and sole of your firm, you do all the best things possible to get everything right. There is a lot of burden as well as pressure to manage everything to go right. Hence, that is the secret sauce of every fastest growing company these days. They all strive to make things right and make the best decisions possible.

Apart from all the hard-work one puts into their business, the most important part of it are the ones who execute things – the employees. You need to hire best as the decision maker. The world is full of young and dynamic talent these days. There are plethora of tools and websites which help you hire a best talent in the market. Once an employee is hired, you can utilize all his talents to get your work done. This is not the tough part. The tough part is – retaining that employee for a long term.

What could be focused on to retain an employee for a long term? What could be done to make you employees more productive? What could be done to bring in more business and happily work on it wholeheartedly? The answer is – The Culture.

The most important thing the employees seek is their importance and involvement in various things happening in the company. If you value every employee, they would definitely value you and your business as their own. The cultural part of every firm is one of the important parts to focus on to keep your employees involved and prepare them for great team-work.

So what do these fastest growing companies do to build a strong cultural base? They follow a number of things to keep their culture intact..

It all starts with yourself-

When you want your employees to follow a certain culture, you being the owner/founder/CEO. You need to give it a start. In such organizations who are growing at a different pace, they make sure they follow this pattern. The topmost layer are the people who design the culture and follow it themselves. They become the footprints which the employees follow. They can’t be someone who expect others to follow and not themselves. Once the top level starts following the parameters which make the culture of the organization, rest others start admiring and following them.

More informal meets-

These organizations are focused on getting more inputs from employees on how actually the ground work is going on and what are the challenges that they face in the day to day work. The employees may be hesitant to express when they are in a formal environment. The best possible way to get inputs from them is to organize some informal meets, fun sessions, games, etc. where the employees can express it well, being in the boundaries of professionalism. Using this way, these organizations make it a point to address these problems, so that the employees can work efficiently.

Transparent culture-

These organizations are more transparent and do not strictly follow a top-down approach. They give their employees the chance to raise their voice if anything is going wrong with them and make sure to address them. If their employees have any concerns, they are apt in listening them and thinking over it. Getting to a person in top level hierarchy is not tough for their employees.

Innovation is the key

These organizations value innovation the utmost and give the employees the freedom to experiment and innovate. The employees will enjoy this if they are skilled and ready to work. Failure won’t be much of a demotivation for them if there is a positive approach for innovations and learning. They will think of letting down the barriers and make use of opportunities to at least get there and think of creating something out of the box.

Killing boredom, making fun-

These organizations take care that the premise is a fun place and not a place where people might feel bored.
Their approach is that boredom may lead to less productivity and more of a pressure. Keeping employees
happy all the time may lead to more productive environment.