![]() ![]() Would a 90-Day Performance Culture Framework work in your business? Then we implement a specific framework and measure again 90 days later to make sure you’re capturing the right wins. □ Every consulting engagement I conduct starts with a 360 view of your company’s culture so you have clarity on where to start. Truth is, from the many, many conversations I’m having, there’s serious work to do. Or is there some serious work to be done? When you look around from an elevated viewpoint, are you filled with gratitude and awe for your team and what you’re accomplishing together? Well, when was the last time you came up for a 360 degree view of your company’s culture? A feeling of gratitude and awe…being so small yet surrounded by such grandeur. I snapped this picture to try and capture the feelings I was experiencing. All of it.Īt the end of the day, I was tired and ready to head back to the cabin but my sister insisted we take the Romsdalen Gondola for a 360 degree view from up above. My family and I explored all through these fjords in Åndalsnes, Norway by car and on foot. When you’re treated with respect, build bonds that reach beyond the break room and explicitly understand how your role contributes to company-wide goals, you tend to stick around longer and feel more fulfilled by your work.You don’t know what you don’t know…so elevate to get clarity Where did we misstep? What balls were dropped? Taking ownership of initiatives, and giving more ownership to high performers, is vital to our growth as a company, and that of our team members. At the end of each year, we roll out our go-forward strategy where we get critical about the year behind us. Everyone sits near each other in the same sized desks and we take turns on dish-washer duties. Employee retention and motivation is key, and to that end, we have no offices. ![]() Plain and simple, no one likes working with a jerk. In a firm like ours where every employee has the opportunity to be a shareholder, transparency is the norm and it’s held in the highest regard.įoster a family-like culture. No one likes when you sugarcoat a situation or tell them it’s on a need-to-know basis. Being transparent and honest is the ultimate form of respect. Treat employees like adults, not children. Our office has a stocked kitchen with cold brew coffee, kombucha and beer on tap.Īt the end of the day, it’s all about the people and music that have been instrumental.īuild bonds that reach beyond the break room, says YCharts CEO Sean Brown. It also helps that the office serves as a fun venue for office parties, holidays and other celebrations, including fundraisers for our corporate charities. Everyone, from the entry-level developers to our most senior engineering team is included in these types of client insight efforts. We also bring advisors into the office whenever we can to help employees understand their challenges, survey the landscape and conduct one-on-one meetings to learn more about their business. Our house band, Oranj Crush, played at the 2019 concert and employees and their loved ones and friends joined us for a night of camaraderie. We enjoy the organization's annual Rocktoberfest fundraising events where leaders from the finance industries unite for a night of rock-and-roll and acoustic music performed by industry professionals. “Part of our firm’s early success has been finding people that truly believe in the mission and uniting our employees around their favorite musical artists.” David Lyon, founder and CEO, Oranj ![]()
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