Startup culture, a term often thrown around in the business world, but what does it truly mean? Let's delve into the essence of this concept, exploring its defining characteristics and the role it plays in shaping innovative enterprises.
What is Startup Culture?
Three important elements: core values, a mission, and a talent strategy
- Each company has a unique way of instilling company values
- Values should be something that most people can relate to and routinely act upon
- Know what you value
- If you don’t know which values to focus on, reflect on your positive and negative experiences with workplace culture in past situations and list relevant concepts and values
Tony Hsieh, CEO of Zappos
“Many companies have core values, but they don’t really commit to them.”
- There’s room for creating an awesome atmosphere, but it won’t fill the cultural void
- It will only damage the business and prompt bad hiring decisions, and it will also create false ideas of workplace culture, cultural fit, and work itself
Communication is equally important. Tell everyone what you value, why you value it, and make sure you actively follow through by acting upon it.
In return, you will have a company full of people who will be more likely to return the favor.
- Relationships are essential. Surround yourself with people who identify with your values. Mentor them, learn from them, and recognize them.
When Twilio created their core values, they decided to copy Microsoft’s core values
The values didn’t describe the product, customers, or their interactions
- Rand Fishkin, CEO and founder of Moz, defined the culture and discussed why companies hire and fire employees the following way
- Look at the decisions management makes when lots of money, risk, or loss of face for executives is at odds with the stated values
