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How do you create a company culture document that has a lasting positive impact? A document that aligns your team and not just another document? Here is one way to do it! Excerpt from our latest Level-up Engineering podcast interview with Rob Volk, Thread
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" title="How do you create a company culture document that has a lasting positive impact? A document that aligns your team and not just another document? Here is one way to do it! Excerpt from our latest Level-up Engineering podcast interview with Rob Volk, Threadhttps://abs.twimg.com/emoji/v2/... draggable="false" alt="👇" title="Down pointing backhand index" aria-label="Emoji: Down pointing backhand index">" class="img-responsive" style="max-width:100%;"/>
#1 Take notes of your current values https://abs.twimg.com/emoji/v2/... draggable="false" alt="🗒️" title="Spiral note pad" aria-label="Emoji: Spiral note pad">
Take note of things that are meaningful to your culture and set your organization apart. Take your time. It requires collaboration and many iterations to get right.
Take note of things that are meaningful to your culture and set your organization apart. Take your time. It requires collaboration and many iterations to get right.
#2 Involve key people https://abs.twimg.com/emoji/v2/... draggable="false" alt="🧑🤝🧑" title="People holding hands" aria-label="Emoji: People holding hands">
Involve key leaders in your company, engineers, and even people who were outside the company but close to it. They have a valuable perspective, seeing your culture from the outside.
Involve key leaders in your company, engineers, and even people who were outside the company but close to it. They have a valuable perspective, seeing your culture from the outside.
#3 Get an outside opinion https://abs.twimg.com/emoji/v2/... draggable="false" alt="👩🚀" title="Woman astronaut" aria-label="Emoji: Woman astronaut">
Do you work with someone on a contract basis? Involve this person! She probably understands your culture, but not with you every single day. This gives her an outside perspective.When you& #39;re inside your problems, sometimes you can& #39;t see the solution
Do you work with someone on a contract basis? Involve this person! She probably understands your culture, but not with you every single day. This gives her an outside perspective.When you& #39;re inside your problems, sometimes you can& #39;t see the solution
#4 Define it https://abs.twimg.com/emoji/v2/... draggable="false" alt="✅" title="White heavy check mark" aria-label="Emoji: White heavy check mark">
Do some soul-searching, and define the aspects of your existing culture. You have to make yourself aware of it, put it into words, and write it down.
Do some soul-searching, and define the aspects of your existing culture. You have to make yourself aware of it, put it into words, and write it down.
#5 Communicate it https://abs.twimg.com/emoji/v2/... draggable="false" alt="🗣️" title="Speaking head in silhouette" aria-label="Emoji: Speaking head in silhouette">
The next step is to roll it out and make everyone aware of it. We started out with one-on-one trainings, and I held some sessions for small groups myself.
The next step is to roll it out and make everyone aware of it. We started out with one-on-one trainings, and I held some sessions for small groups myself.
#6 Lead by example https://abs.twimg.com/emoji/v2/... draggable="false" alt="🏁" title="Chequered flag" aria-label="Emoji: Chequered flag">
The most important thing is to lead by example.
For instance, if you have a “Don& #39;t be late” rule, the CEO and the management have to arrive a minute early to every meeting. Only then can you expect the developers to follow this as well.
The most important thing is to lead by example.
For instance, if you have a “Don& #39;t be late” rule, the CEO and the management have to arrive a minute early to every meeting. Only then can you expect the developers to follow this as well.
#7 Hold people accountable https://abs.twimg.com/emoji/v2/... draggable="false" alt="📊" title="Bar chart" aria-label="Emoji: Bar chart">
We’ve included sticking to the guidelines of the company culture document as part of our performance reviews as well.
We look at performance, and how the employee is doing as far as our culture document goes.
We’ve included sticking to the guidelines of the company culture document as part of our performance reviews as well.
We look at performance, and how the employee is doing as far as our culture document goes.
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If you liked this thread, pls help us with a RT!u2028
Hungry for more? Read or listen to the full post here: https://codingsans.com/blog/culture-document
More">https://codingsans.com/blog/cult... podcast episodes: https://codingsans.com/engineering-management-podcast">https://codingsans.com/engineeri...
If you liked this thread, pls help us with a RT!u2028
Hungry for more? Read or listen to the full post here: https://codingsans.com/blog/culture-document
More">https://codingsans.com/blog/cult... podcast episodes: https://codingsans.com/engineering-management-podcast">https://codingsans.com/engineeri...
