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How to Create an Intentional Company Culture to Support Your Growth

Whether you know exactly what kind of culture you want your company to embody or you haven’t given it much thought before, now is the time to put your company culture under the microscope. Every company can benefit from being more intentional about its culture and from examining new ways to integrate its culture into every part of the organization.

In today’s post we’ll explore five key components of an intentional, positive company culture:

  • Creating an intentional culture: define & redefine your company culture
  • Fostering joint ownership: get company mission/vision buy-in from employees
  • Leveraging people power: put the right people in the right seats
  • Creating meaningful work for employees: put culture first to drive performance and retention
  • Aligning employee benefits with your culture: develop a strategic approach to your employee benefits program

Creating an intentional culture: define & redefine your company culture

Every company has a culture, whether they know it or not. Culture is defined by how a company operates, how it treats its employees and how its employees treat the company in return. When culture aligns with the company’s mission and vision, the result is increased employee performance and retention, innovative solutions, and higher profit margins. More work gets done, and everyone from the receptionist through the CEO enjoys their work more.

But company culture needs to be tended to and directed continuously. It is not enough to hold meetings to decide what your culture will be, or even to implement policies to enforce the culture, and then forget culture altogether. Remember, company culture is a living, evolving thing which will develop over time. If you do not direct its course then it may well stray from your original vision, affecting every part of your company. If you neglect company culture, it can become toxic, encouraging harassment and infighting, stifling collaboration and causing high turnover rates.

That’s why it’s so important to intentionally shape your company culture and ingrain it into every process and policy throughout the company. Here are some actionable ways you can do this:

  • First you need to determine what kind of culture you want your company to embody, based largely on your mission/vision.
  • Next you should examine each process, policy, and promotion and make sure they align with that culture.
  • Finally, you should regularly review whether your current goals, methods, and employees reflect your culture and make sure that you are on the right track.

Fostering joint ownership: get company mission/vision buy-in from employees

The hard truth is that your company’s mission and vision are meaningless without employee buy-in. Luckily, there is an easy way to get employee buy-in: put your mission and vision back into the heart of everything that you do. And, more importantly, give employees ownership over your mission and vision. Seek feedback at every level and empower team members to define how their work contributes to the mission/vision. Provide opportunities for employees to take on new projects that they see as working towards the mission and vision and put the mission/vision at the heart of review and meeting processes.

Another important component of employee buy-in is transparency. Keep your employees up to date on company goals, how those goals contribute to the mission, and how their work ties into those goals. That way new product launches, sales targets, and marketing campaigns will start being part of a bigger picture rather than the means to raise profits. And if you hold everyone in the organization, including managers and c-suite executives, accountable to the mission/vision then you will foster an even deeper culture of shared values and efforts towards a common goal.

Leveraging people power: put the right people in the right seats

Culture is not just the result of policies and practices: it is also defined by people. Who you hire and who you put in positions of power says a lot about what you stand for as a company. Also, your managers will be the standard bearers for your culture and how it defines their team’s operations.

Make sure that your advancement policies match the culture that you are trying to promote. If you encourage your employees to take ownership over the company mission/vision and culture, but do not provide opportunities for upward mobility, then your message will come across as hollow and disingenuous. But if you reward hard work and cultural buy-in with genuine advancement opportunities, then you will be a lot closer to having an authentic and organic company culture.

It is also important to be strategic in who you hire or promote. How you treat all your employees is crucial to your culture. Keep in mind that when you bring someone on or promote them, you send a clear message to the rest of the organization that they represent what you value.

This means that you should make sure that your practices make everyone in your company feel valued and that you should hire and promote people who reflect the culture that you are trying to create. It is also important to promote people who buy into the company culture because your managers are your front line in creating and maintaining an intentional culture that permeates everything that your company does.

Creating meaningful work for employees: put culture first to drive performance and retention

Providing meaningful work is perhaps the greatest challenge facing modern employers. Millennial workers in particular prioritize meaningful work over pay. They aren’t staying at their jobs for nearly as long as employees used to. Instead they are always looking for the next, most exciting opportunity. If all your company is offering them is a paycheck, your employees won’t be motivated to excel and you can’t expect to keep talent around for long.

The good news is that putting your culture, mission, and vision at the heart your company will do wonders for your employee performance and retention because it will make the work meaningful. Research by Deloitte found that 73% of employees that believe that they work at a purpose driven organization are engaged with their work, versus 23% who do not. Employees can see how their work contributes to the goals of the company and can take ownership over the success of a shared venture, with a common culture. Managers will not have to assert that their team’s work is important, it will be clear to everyone.

Aligning employee benefits with your culture: develop a strategic approach to your employee benefits program

How you treat your employees says a lot about your company and is a major component of company culture. One of the most direct ways that you can align your employee policies with the culture that you want to create is through your benefits package.

Benefits are an opportunity to show your employees that they are more than a cog in a corporate machine and will help them buy into your culture, mission, and vision. Vacation time, in-office perks, parental leave, and insurance are all ways to give back to employees and make them feel like a valued part of a community with a shared culture and mutual goals. But, more of everything is not necessarily the right answer. Instead, the benefits package should be strategically tailored to your particular company culture. Think about what values are at the heart of your intentional culture and choose the benefits that match it.

Take, for example, stereotypical silicon valley tech companies have a culture in which work is life, but is also supposed to be fun. They provide all of the amenities employees might need, from meals and showers to pool tables and beer on tap. By and large they successfully foster a culture in which their employees lives truly do revolve around the office; never just working but never entirely off the clock, either. That approach works because it is in line with the culture that the companies espouse through every level of their organizations, but it does not work with every culture. For example, if your company is all about hard work but respect for employee time, then maybe skip the ping pong table and opt for a flexible vacation policy.

Key Takeaways:

In today’s post we examined many components of creating a healthy company culture. Some key takeaways include:

  • Bring intentionality to your company culture. Clearly define the culture you want to create and examine how that culture can be integrated into every part of the company.
  • Make sure to get employee buy-in to the company mission/vision by giving them joint ownership of them. When employees define the reality and success of the mission and vision, they become invested in the company’s well-being and the continuation of its culture.
  • Who you hire and promote defines what you value and who will be in charge of maintaining your culture.
  • A vibrant, transparent culture creates meaningful work for all of your employees, driving performance and retention.
  • Shape your benefits package to reflect your company culture. Choose the benefits that reflect your values and demonstrate to employees how much you value them.

By now it should be clear why developing an intentional culture is so important and what areas of your company you need to focus on to accomplish it. But creating a great culture is a massive task, where do you even get started? Well, luckily a fantastic group of panelists will help you chart your course to a positive company culture in our upcoming webinar.

Tackling Your Human Resources Communication Problems One Step at a Time

Tackling Your Human Resources Communication Problems One Step at a Time

When your HR communication is lacking, it’s time to tackle the problem. Motivating employees is an important part of the success of your business. When you need to update how you communicate with employees, you have some options. Your overall message to your employees should be clear. You value your employees. They are important to your company. They are the driving force of your business and need to understand why your company’s purpose and strategic goals matter so much.

Share Your Core Business Beliefs

Your employees need to know the purpose of your business. This is a message that is established over time, yet is also at the center of all communication with your employees. Using messages that share your company’s purpose and business beliefs and connecting those beliefs to the everyday work your employees are doing makes a difference. Whether it is through a text message, email, or in person, you need to communicate with your employees about the ways they concretely add to the mission of your company.

Share Market Realities with Your Employees

Internal campaigns that rely on customer feedback and market knowledge provide you with the opportunity to share your business strategies with your employees through this essential lens. You will be able to use this information to create new strategies and build new business protocols based on the information received. When your employees are kept informed as to what customers are reporting.

Prioritize Your Messages

When you consider your messages that you send out to your employees, they should fall into three categories: Inspiration, Education, and Reinforcement. When you want to highlight an accomplishment of one of your employees, or you want to inspire your staff in some way, you need to share messages that create an emotional response. Building optimism within your staff is important, and this can be done through strategically sent, inspirational messages throughout the year.

Educating Your Staff

Messages that educate your staff are generally more important than those that simply inspire. These messages will explain any major decisions your company has made, and the plan for which these decisions will be carried out. In these educational messages, you can provide detailed information to your employees on how their responsibilities may change, or what you expect their contribution to be in these changes.

Messages Must Also Reinforce Earlier Messages

While you may have successfully explained the purpose of your company, your business strategy, and how this plays out in the daily workings of your business, the message needs repeating. In order to create change over time, reinforcing your messages with follow up information or inspiration is essential. Your employees are going to be able to understand your purpose more clearly when you continually reinforce what you have to say. Each message sent throughout the year should build upon previous messages, proving your employees with further reinforcement as to your business model.

About the Author

Joel Lee is the marketing specialist at Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, and advanced automation. Jumpstart your business by grabbing your free copy of this powerful Mobile Marketing Success Kit.

Launchways Welcomes New Client Artisan Talent

CHICAGO, IL (October 25, 2018) Launchways, a leading provider of human resources, employee benefits, and business insurance solutions for growing businesses, today announced it has added Artisan Talent as a client.

Artisan Talent has selected Launchways as their employee benefits broker, benefits administration solution, and ongoing compliance support partner. When asked why Artisan Talent chose to work with Launchways Bejan Douraghy, Artisan Talent CEO, said “We chose to work with Launchways because they presented a comprehensive solution to the compliance and benefits challenges we were facing. Now we can focus our time and attention on growing our business knowing Launchways has the people side of things covered.”

Gary Schafer, Launchways President, noted “Artisan Talent is a fast-growing organization which values relationships and understands how important getting the people part of their business right is. They’re the exact type of business we’re excited to work with to improve their processes around employee benefits and human resources compliance.”

The Launchways team will conduct an analysis of Artisan Talent’s workforce needs, then build a strategic benefits plan designed to meet those needs. Additionally, the Launchways team will administer Artisan Talent’s benefits program, conducting open enrollments and providing ongoing support for employee benefits inquires. Additionally, Launchways compliance experts will conduct a comprehensive compliance audit and ensure all necessary human resources processes are in place.

About Launchways

Launchways provides business leaders with the resources and guidance they need to build scalable people processes to support long-term growth. Founded in 2009, Launchways has helped thousands of businesses better approach the people side of their business through strategic solutions for human resources, employee benefits, and business insurance. For more information, please visit www.launchways.com.

About Artisan Talent

We are a unique digital, creative, and marketing staffing agency. Artisan has a “boutique” approach to both our talent and clients where we advocate for the best talent and we nurture relationships with the best clients, from small agencies to major corporations. We have offices across the country and place talent nationwide. Our specialty is the match, and our relationships are paramount. To learn more visit their website: www.artisantalent.com.

Launchways Welcomes New Client Popular Pays

Launchways Welcomes New Client Popular Pays

CHICAGO, IL (August 27, 2018) Launchways, a leading provider of human resources, employee benefits, and business insurance solutions for growing businesses, today announced it has added Popular Pays as a client.

Popular Pays has selected Launchways as their employee benefits broker. When asked why Popular Pays chose to work with Launchways Nathan Parkins, Finance and Business Operations at Popular Pays, said “Unlike with larger big-box brokers where you’re just a number and have to call a hotline to get help, Launchways has a strong commitment to providing exceptional service from a great team. We’re confident Launchways benefits experts will help us design a benefits program that provides our team more value at a lower cost to the business.”

Gary Schafer, Launchways President, noted “Popular Pays is a fast-growing tech-forward Chicago-based startup, which is the exact type of business where we can provide immense value. The Launchways team is excited to partner with Popular Pays to ensure they get the most from their investment in employee benefits.”

The Launchways team will conduct an in-depth analysis of the Popular Pays workforce and identify employee healthcare priorities. Using these insights, Launchways’ expert benefits consultants will design a custom benefits program with a strong emphasis on providing employees maximum value while maintaining affordable deductibles. After plan design, the Launchways team will conduct an in-person session to educate Popular Pays employees on making the best decisions for their individual benefit selections.

About Launchways
Launchways provides business leaders with the resources and guidance they need to build scalable people processes to support long-term growth. Founded in 2009, Launchways has helped thousands of businesses better approach the people side of their business through strategic solutions for human resources, employee benefits, and business insurance. For more information, please visit www.launchways.com.

About Popular Pays
Popular Pays is a platform connecting content Creators with Brands who want content to tell their stories. We’re tech-forward, with an in-house built iOS and web app (for creators) and dashboard (for brands) that delivers direct communication & powerful statistics to help you run a multiplatform campaign. To find out what we’re about, visit our website: www.popularpays.com

Launchways Partners with LifeCare to Provide a Best-in-Class Employee Discount Program

Launchways today announced a partnership with LifeCare to offer clients employee discounts through LifeMart. LifeMart is the premier employee discount platform, offering thousands of discounts on child care, care rentals, hotels, computers, cell phones, event tickets, gyms, and more.

Launchways will offer the LifeMart program to its employee benefits clients as an additional perk of being part of the Launchways benefits brokerage. “We are so excited to be offering this additional value add to our benefits clients via the LifeMart employee discount platform. We hope LifeMart discounts will allow our clients to provide their employees immense value” said Launchways President, Gary Schafer.

LifeMart helps employers:
• Offer a free high value benefit to employees
• Save administrators time by managing the discount program
• Take all the credit for helping their employees save time and money

Launchways CEO, James Taylor, noted “Innovation is what we do here at Launchways, so we’re always looking for new ways to help our clients provide more value in their employee benefits programs. We believe LifeMart is the perfect addition to our suite of benefits solutions.”

About Launchways
Launchways provides business leaders with the resources and guidance they need to build scalable people processes to support long-term growth. Founded in 2009, Launchways has helped thousands of companies better approach the people side of their business through strategic solutions for human resources, employee benefits, and business insurance. For more information, please visit www.launchways.com.

About LifeCare
LifeCare provides employer-sponsored work-life benefits to 61,000 clients, including Fortune 500 companies and large branches of the federal government, representing 100 million members nationwide. In addition to MilkShip, LifeCare also provides a full suite of work-life solutions that save members time with personal life needs such as Backup Care Connection, Senior Care Management, Homework Connection, BenConnect, and Mothers@Work. LifeCare also operates LifeMart, an online discount shopping website that provides real savings on everyday products and needs. LifeCare is headquartered in Shelton, CT.