Building a Strong Company Culture

Back in the day, having a strong company culture used to be just a nice perk. 

However, times have changed. Now you need to work on it, especially if you’re a startup looking to grow. 

What’s changed is that now it is not just a perk – it’s a competitive advantage. 

It is the invisible force that draws top talent, inspires creativity and innovation, and delivers groundbreaking solutions. 

But building a thriving IT culture requires more than just ping pong tables and free snacks. 

Today, we will explore its must-have components. Also, we’ll talk about how to build trust and create a better work environment. 

Let’s begin: 

What is Company Culture? 

Put simply: 

Company culture is the shared values, beliefs, and practices that shape all interactions within an organization. It shapes employees’ experience, as well as their productivity and retention rates. 

Why is it crucial when it comes to IT firms and startups? 

After all, tech projects require a number of things to be deemed successful. For example: 

• Agility 

• Collaboration 

• Innovation 

Having a supportive working environment matters when you are aiming to attract top tech talent and to avoid employee neglection. It is even more important if you want to retain it. 

And, although everyone is wondering how to start up a business with no money and little effort, we’ll have to break it to you – it’s not a good idea. 

You really need to invest both from financial and cultural perspectives. 

Let’s tackle the latter: 

Core Components of a Cohesive Company Culture 

You may ask: 

Why are company values important? Why do I need an inclusive company culture? 

Because: 

A well-nurtured startup culture leads to the success and growth of the business itself. 

And its foundation is hidden in its core components: 

• Mission and vision: The mission defines the firm’s purpose at present, while the vision is what the firm wants to achieve in the future. When combined, they help IT professionals understand both the long-term goals, as well as the immediate reactions that need to be done to reach them.  

• Values and principles: The company values are the core beliefs behind actions, while the principles explain how these values are put into practice. Both serve as a manual for decision-making and nurture a culture of trust and integrity. 

• Leadership and management: Leadership guides employees towards achieving the firm’s mission and vision. Management has its focus on executing the firm’s strategy and taking care of the processes. Together, they make sure there is a clear vision, as well as smooth running of processes that support it. 

All those core components form the basis of the company’s identity and pave the way for its future development. 

But let’s not forget this is only the beginning:  

Creating an Inclusive Environment 

The next step is creating a good internal ecosystem, so that people have a sense of innovation and mutual respect. This is done to build a cohesive and effective team that understands the company’s values.  

A crucial step, especially when it comes to building your founding team. 

And when it comes to employing the three methods set forth below, it is important to keep in mind that they are interdependent. 

Cross-Department Collaboration 

Cross-department collaboration drives innovation and efficiency. It is especially suitable for IT startups where complex problems require a multitude of skills and perspectives.  

When teams exchange information, they bring their unique insights to the table. In turn, this leads to more effective solutions, a sense of shared purpose, and streamline of the processes.  

The idea of cross-department collaboration is that it includes everyone, everywhere in the firm. So, the first step would naturally be to lift the barrier that separates teams, based on their functions. In doing so, you put a stop to the slow decision-making and flow of ideas, and you open the door for goals alignment and efficient challenge management. 

Then, IT experts can exchange the best practices and insights from their respective areas of expertise. This free flow of information and knowledge sharing helps make sure that the entire organization benefits from its own collective knowledge. It also eliminates the need to rely on isolated chunks of information and drives the firm forward. 

Diversity and Inclusion

Creating a diverse and inclusive leadership strategy is one of the essential components of a healthy company culture – both for startups and established businesses. 

But there is a catch:  

Diversity means having people of various backgrounds, experiences, and perspectives. Having a colourful workforce means bringing in fresh ideas and promoting innovation. 

When such a non-discriminatory environment is present, staying competitive in the tech industry isn’t hard. 

Inclusion ensures that the differences above are respected and integrated into the company’s practices. An inclusive startup culture has fairness practices and policies as a foundation, along with diversity training and mentorship programs. 

It attracts a wide talent pool and maximizes employees’ potential through a sense of belonging. 

Remembering the difference is key. 

Open Communication Channels 

Open communication is detrimental for a transparent, collaborative, and inclusive work environment.  

Information needs to flow freely within the organization. Everyone should be engaged and encouraged to share their ideas and feedback. 

Maintaining transparency in your communication channels is the key to keeping the company culture strong. In order to achieve this, you need to tick all the following boxes: 

• Conflict resolution: When people communicate freely with one another, conflicts can be addressed at an early stage, so that they don’t escalate. Also, when you encourage dialogue, employees will be more likely to talk directly with their colleagues to address an issue they have. 

• Transparency and trust: If everything is transparent, everyone will feel more secure in their work. They will also have the confidence to access the information needed in order to perform well. Leaders who share both their successes and challenges employ a sense of accountability, which guarantees that everyone is working towards the same goals. 

• Encouraging feedback: Being straightforward with regards to communication doesn’t end with top-down messaging. It leaves room for feedback at all levels of the firm. Regular feedback sessions let employees give constructive criticism and voice their opinions. Therefore, provided that their thoughts are valued and taken into account, they are more likely to feel motivated. 

This type of approach boosts morale. What’s more, it enhances the overall company performance through transparency and dialogue. 

Building Trust and Accountability 

In the IT field, creating a company culture that is based on trust and accountability is of the essence. Both ensure that employees can rely on one another. Both empower them to take the initiative and contribute to the company goals. 

And this goes for outsourced teams as well. We’re talking about those experts hired to handle specific tasks for your company.  

Haven’t heard of that service? 

Well, you’re at the right place. –We’ll give you a sneak peek – you’ll be enjoying reduced costs, lighter workload, and access to specialized expertise. 

Contact us today and let us show you a whole new world! 

Back on track: 

Setting clear expectations, giving recognition, and holding your team accountable will take your startup from just a small company to an outstanding enterprise.  

Empowering Employees 

When employees feel empowered, they are more likely to demonstrate creativity and be accountable for their results.  

When they feel neglected, though, there are significant consequences that aren’t easy to notice until the situation escalates. 

In order to prevent this from happening, you have to: 

• Set clear expectations: People are happy when they understand what is expected of them. Set clear goals, try to avoid micromanaging, and trust them to use their own judgement to achieve said goals. 

• Invest in the right tech tools: Providing the necessary tools is a must in order for your employees to succeed – Slack, Trello, and GitHub are some of the most efficient ones. Also, give regular opportunities for learning through different channels – mentorship, education, or hands-on training. 

• Recognize initiative: When employees take the initiative, recognize it. It boosts their morals as individuals but also shows that initiative and leadership are of high value. 

By doing this, you guarantee that your employees are taken care of and have the freedom to express and be held accountable for their ideas.    

Recognizing Performance 

Recognition is vital for a productive tech culture. It can strengthen the relationships between remote and in-house teams, enhance the quality of deliverables, and promote a sense of belonging. 

What’s the easiest way to go about it? 

• Public achievements acknowledgement: This can be done through team meetings, newsletters, internal communication channels, and posts. When employees see that their work is valued, they are more likely to strive for more. 

• Peer recognition across teams: There are platforms, like GitHub, that allow people to take a look at each other’s work in real time. When their work is noticed and praised in a team chat, for example, they feel recognized and valued. 

• Milestones celebration: No matter what achievement has been reached, recognition is the way to go. When team members’ successes are acknowledged, it boosts the team’s comradery, which is especially important when they work remotely. 

Promoting a sense of value and belonging boosts performance. It is one of the most important aspects to building a trustworthy work environment. 

Wrap Up 

As we mentioned initially, having a strong company culture is a must-have nowadays. It affects employee retention, collaboration, internal operations, and business outcomes. 

What is the catch, though? 

Well, you may have guessed it already: 

It is not a one-time effort. Building and maintaining a healthy company culture is an ongoing process that takes time and patience. 

So, don’t rush it and consider each step carefully. If you do that, you will be stunned by the results in the long run. 

FAQ 

What is company culture? 

Company culture is the thing behind all interactions within an organization. It consists of the shared values and practices of the employees, and it shapes their experience and level of productivity. 

Why is company culture important? 

When you aim to attract and retain top talent, having a strong company culture makes your organization stand out. It promotes inclusivity, transparency and collaboration, therefore creating an agile workspace with plenty of space for growth. 

How can a company be inclusive? 

To create an inclusive company environment, there has to be a good internal ecosystem. When you have this, you need to incorporate cross-department collaboration, diversity, and open communication channels into the organization’s daily operations.