What is a company culture



What is a company culture?


A company culture is a set of attitudes, values, beliefs, goals, and othercharacteristics a company or organization follows to create a gratifyingworking environment.It’s important that your company culture accurately reflect the organizationand its people, but it never hurts to learn from companies that are alreadygetting it right it, either. With that in mind, let’s check out 27 companyculture examples that will help anyone interested in leveling up.FREE WEBINAR: RETAINING YOUR REMOTE WORKFORCE. REGISTER NOW. | SEPTEMBER 30 AT10AM PST / 1PM EST

1. Bento’s Company Culture


Image via BentoBento for Business is an expense management software that helps smallbusinesses control employee spending with smart employee debit cards. “Thoughwe move at a fast pace, and it might seem that we don’t have time to sit andexplain things, every employee at Bento loves sharing, helping and liftingothers,” says John Turner, Full-stack Engineer at Bento. Bento’s motto – “BeHuman” – illustrates the company’s dedication to both professional andpersonal development.To support team members in all aspects of their lives, several members of thecompany’s leadership team extend their mentorship beyond the workplace,helping employees be more human. This mentality of helping and supporting eachother is transferred throughout the company from colleagues to customers andpartners. When one employee was apprehensive about talking with the CEO, theybegan having regular meetings to build their confidence, discussing bothpersonal and professional challenges and goals.What makes Bento’s company culture great: No matter their level, employeesfeel valued in all aspects of their lives, including both their professionaland personal aspirations.How you can apply Bento’s ideas: Create a positive culture of leadership andmentoring. Make sure employees are comfortable collaborating with colleaguesat all levels. Encourage one-on-one meetings between various roles and teams.Read more about Bento for Business’ company culture.

2. Blackbaud’s Company Culture


Image via BlackbaudBlackbaud, a provider of cloud-based software for the philanthropic industry,built its company culture around a shared passion for giving back. “You can’ttruly be successful at Blackbaud unless you are passionate about serving thenonprofit community,” says Brandon Phipps, Vice President of Sales and MarketDevelopment at Blackbaud.The company walks the walk by organizing team-wide service projects, providingtime off to volunteer and offering a company match for employee charitable-giving. Employees are also encouraged to participate in the selection processof the company’s Blackbaud Community Grants program which awards grant moneyto local nonprofits in Austin, TX. Of course, it isn’t all work, as thecompany also hosts social events themed to topics they love, like pinewoodderbies, Harry Potter and an annual Star Wars movie marathon.What makes Blackbaud’s company culture great: Blackbaud built a culture ofpeople passionate about nonprofits. Uniting around a common cause brings theteam together and ensures everyone is working toward the same goal.How you can apply Blackbaud’s ideas: Create a culture of passion. A business’smission goes deeper than revenue. Emphasizing your corporate mission andhiring like minded people will reinforce the importance of what you do andfoster a self-sustaining culture of success.Read more about Blackbaud’s company culture.

3. Bluecore’s Company Culture


Image via BluecoreBluecore is a retail marketing platform that uses AI technology to helpcompanies boost campaign performance. For them, customer success is deeplyrooted in their culture — in fact, it’s one of their core values. “Culture isdriven by a unique set of values and personality centered on clear goals thatdefine success,” says Kim Surko, Vice President of Customer Success.> “Our team is clear on its goals and we are incentivized through compensation> structure and recognition. With that foundation, we can apply our> personality and values to define how we will accomplish those goals.”They also start career pathing during the recruitment process and continuethroughout the employee’s time at the company. Senior leaders offer careercoaching and guidance to help team members explore their passions and findroles within the company that allow them to utilize their unique skills — evenif that means creating a new role.What makes Bluecore’s company culture great: At Bluecore, customer andemployee success and satisfaction are the top two priorities. The two go hand-in-hand, and as they build each other up, they create an external and internalarmy of brand ambassadors.How you can apply Bluecore’s ideas: Create a culture driven by customersuccess. Just like moms, if the customer’s happy, everyone’s happy. A teamthat works together with a collective goal to improve customer experience willcreate an internal culture of collaboration and mutual success.Read more about Bluecore’s company culture.

5. Eave’s Company Culture


Image via EaveEave provides online mortgage services for luxury homes in Colorado. Theycarefully consider how each candidate will impact their culture to build astrong foundation as the team grows and evolves.> “Our team … has done a ton of work to minimize unconscious bias, focus on> diversity efforts, optimize for candidate experience and keep diversity top> of mind daily,” says Miana Campbell, Market Development Relationship Manager> at Eave.Creating a diverse and unbiased team is always a primary focus, and whenconsidering candidates, their team uses gender-neutral pronouns, and they makea point to provide anonymous interview feedback to keep opinions as unbiasedas possible. They also implemented gender pay equity guardrails to ensureequality across the company.What makes Eave’s company culture great: Diversity and inclusion arepriorities for every aspect of the company.How you can apply Eave’s ideas: Create a culture that embodies diversityinside and out. Schedule regular diversity and bias conversations andtrainings to prevent unconscious bias when interviewing and interacting withcandidates, colleagues and clients.Read more about Eave’s company culture.

6. Evive’s Company Culture


Image via EviveEvive integrates big data with predictive analytics to help people optimizetheir work benefits. Like most companies, Evive experiences growing pains, butwhat’s kept their culture in sync is a collective commitment to make an impactand improve people’s lives. “Work is such a large part of a person’s life, andthe benefits and support platforms that go with that work can make all thedifference in how someone goes from subsisting to flourishing,” says AndresGonzalez, UI Designer at Evive.As a company so passionate about making an impact on people’s daily lives,their team is no exception. To reduce their ecological footprint, they createda ‘going green’ initiative that continues to influence their culture. Theirteam extends their impact beyond the office by volunteering at localorganizations, including the Greater Chicago Food Depository.What makes Evive’s company culture great: Creating a better world andimpacting the lives of others are core values, and their team acts on theirpassions to support those values.How you can apply Evive’s ideas: Create a culture based on a cause. Supportemployees’ interests by providing opportunities to volunteer, start a passionproject or implement programs that incorporate the whole team to meet a goal.Read more about Evive’s company culture.

12. Paxos’ Company Culture


Image via PaxosPaxos is the first regulated blockchain company building products to helpcompanies move assets faster and cheaper than ever before. The company hasprioritized creating an inclusive environment for new hires starting on dayone by asking them to bring in ‘rookie cookies’ to encourage team members todrop by and introduce themselves. “We also set up new hires with team buddies,coordinate lunch with their managers, and fill their desks with plenty ofPaxos swag,” says Helen Galarza, Office Manager & People OperationsSpecialist. “Onboarding will never stop evolving.”Beyond the first day, Paxos encourages employees to bond by volunteering inthe community and celebrating milestones like birthdays and workanniversaries. They also continue to build a diverse and inclusive environmentby celebrating diversity and hosting a Guacamole-Off — a competitive anddelicious way to bring teams together.What makes Paxos’ company culture great: On an employee’s first day, and everyday after, Paxos prides itself in bringing people together with sweet treatsand regular celebrations to ensure everyone feels included.How you can apply Paxos’ ideas: Create a culture of inclusivity. Determine thebest ways to bring people together, because teams that bond work bettertogether and are inherently more comfortable giving and receiving feedback andbrainstorming ideas. As you can see from Paxos’ approach, something as simpleas cookies can get the ball rolling.Read more about Paxos’ company culture.

16. SecureLink’s Company Culture


Image via SecureLinkSecureLink is a security platform for technology vendors and clients thatprovides customers with security, control and accountability. This high-techcompany isn’t afraid to step outside the traditional tech candidate pool whengrowing their team.> “Focusing on the individual and their abilities rather than their past> experience gives us a tremendous advantage,” says Jacob Venard, Director of> Customer Success at SecureLink.Rather than focusing solely on education and experience, they look fornontraditional candidates, hiring people with backgrounds in teaching,firefighting and philosophy. Joel Burleson-Davis, Vice President ofTechnology, studied philosophy, ethics, ancient languages, history and Greekin college, then went on to study systems science in graduate school beforejoining the team. They hire people who are passionate about learning becausethey’re more likely to stay motivated, enjoy their work and tackle challengeswith unique perspective.What makes SecureLink’s company culture great: Personality and motivationtrump education and experience.How you can apply SecureLink’s ideas: Create a culture with a thirst to learn.Ever had a candidate your team clicked well with, but they didn’t quite havethe background of other interviewees? It might be worthwhile to take a chanceand hire people who are passionate about learning because you can always teachtechnical skills to people who are driven to grow and conquer challenges.Read more about SecureLink’s company culture.

17. ServiceNow’s Company Culture


Image via ServiceNowServiceNow is a cloud-based platform that automates workflows, managesprojects and simplifies collaboration for companies.> “Growing our local culture is a constant evolution and discussion item, but> we’ve already developed some traditions,” says Ryan Wells, Senior Technical> Program Manager at ServiceNow.As a small company, they recognize how much of an impact each new addition hason their culture, and they encourage everyone to give input and lead newculture, diversity and inclusion initiatives.The team is just as excited as new hires during their first week, and thecompany sponsors team outings like karaoke, bowling and baseball games towelcome them into the fold. Inclusivity is a major part of their culture, sowhen one employee brought lunch from home while others ate out, they cametogether and brought lunch back to the office so that everyone could eattogether. When it comes to company culture, little acts can have a big impact.What makes ServiceNow’s company culture great: One employee describes it as a‘culture of camaraderie.’ Customers are embraced as part of their culture;they even bake a cake each time a new customer goes live.How you can apply ServiceNow’s ideas: Create a culture around individualinterests. If people are comfortable sharing their quirks, others are likelyto do the same. Especially for small companies where everyone has asignificant impact on the culture, it’s crucial to make sure everyone feelsincluded and represented.Read more about ServiceNow’s company culture.

19. Solstice’s Company Culture


Image via SolsticeSolstice helps Fortune 500 companies find new opportunities and digitalsolutions to problems. “As we continue to grow, we work to build strategiesthat not only improve employees’ skills and our leadership skills but also ourculture,” says Henry Oyuela, Vice President of Engineering “We continuouslyseek employee feedback to improve, whether that’s one-on-one or in a teamhuddle.”The team at Solstice is a big believer in investing in their internal team,offering an annual $5,000 personal development budget to ensure their teammembers are continuously growing and in return are providing top-notch serviceto their high-profile clients. Every new hire is partnered with a veteranSolstice teammate to share their experiences at the company and providementorship and training throughout their time at the company.What makes Solstice’s company culture great: Solstice knows that a smart andcurious employee needs to be fueled with more knowledge and experience to behappy and successful in their careers. In return, their team continues tobuild a strong culture and product for Fortune 500 clients.How you can apply Solstice’s ideas: Create a culture that invests inindividual growth. When individuals have the opportunity to explore theirinterests and challenge their skill sets, they’ll grow personally andprofessionally and be more engaged in their work. Not only that, but growthand engagement are contagious, so one employee’s professional developmentbenefits the entire team.Read more about Solstice’s company culture.

20. Tala’s Company Culture


Image via TalaTala is a fintech company that provides financial services to underservedpeople around the world. They’ve built a team that’s passionate about themission and as diverse as the customers they serve. “We have team members fromall walks of life, which brings in a diversity of opinions and experiences tomeaningfully drive our innovation,” says Gaurav Bhargava, Vice President ofCredit at Tala.The financial experts at Tala come from a range of backgrounds andexperiences, which fuels creativity and growth. Their credit team alone speaks10 languages, maintains equal gender representation and represents fournationalities. Tala also provides employees with opportunities to learn newbusiness functions outside of specific roles to explore interests and gain aholistic understanding of the company.What makes Tala’s company culture great: Equity and diversity are key toinnovation. Their customers are their passion, and to serve them best, theybuilt a team that encourages creative thinking and represents their customerbase.How you can apply Tala’s ideas: Create a culture that reflects your customersand mission. The best way to serve your customers is with a team of people whoare relatable, knowledgeable and passionate about their service. It will alsofoster an environment of people who can challenge and support each other,boosting efficiency and product qualityRead more about Tala’s company culture.

The Financial Cost of the Mental Health Stigma


* The American Heart Association reports that untreated depression costs each business nearly $10,000 per employee, per year due to absenteeism and lost productivity * According to The Lancet, lost productivity from anxiety and depression cost the global economy $1 trillion per year. * Poor mental health is estimated to take a $6 trillion yearly toll on the global economy by 2030.Brad Lande-ShannonChief People & Marketing OfficerBrad Lande-Shannon is the chief people and marketing officer at Spring Health,a mental health benefit solution for employees. He believes that the key todestigmatizing mental health is an everyday solution that involves both opendiscussion and direct access to care.How have you created a culture where people feel comfortable having honestconversations about mental health?We work to destigmatize mental health every day and this includes within ourorganization. We do this by championing our employees and the stories theyhave to tell about why they joined Spring Health. We have an employeespotlight content series on our blog and you’ll see perfect examples of bothmyself and Amber Lyon sharing our own personal journey with mental health.We also hold community gatherings around topics that impact mental health.These gatherings are intimate and group experiences that are facilitated by acare navigator on our team who is a licensed counselor or by a psychologist,psychiatrist or certified coach from our provider network. They are optionalevents open to all employees. We’ve held community gatherings in response tothings like the anti-Asian attacks and the Chauvin trial verdict announcement.We’ve also held groups focused on themes like dismantling racism or narrativetransformation for sexual assault victims. These are opportunities for ouremployees to come together and process their own emotions and for our cultureto be a place of connection, healing and refuge.What’s one formal policy/program/offering your company has that supports themental health of your employees?It has been over two years that we have been offering access to dedicatedtherapists for all of our employees. We give up to 20 sessions with atherapist for employees and their families every year with no out-of-pocketexpense. They can also access our app, “Moments,” for on-demand exercises fortheir emotional well-being. Moments exercises were heavily vetted throughclinical trials to ensure effectiveness. Additionally, we have an open-leavepolicy where employees can take the time off that they need to maintain theirown well-being. > We give up to 20 sessions with a therapist for employees and their families> every year with no out-of-pocket expense.” When employees come to their managers to discuss mental health issues, how arethose situations handled? Do you provide any training to help managersnavigate these conversations?We have our most senior leaders, including our CEO, regularly share acrosscommunication channels that nothing work-related is worth sacrificing ourmental health. We are aware of the unique challenges in being the fastest-growing mental health benefits company in our category while also building aculture that supports making accommodations and being compassionate to eachindividual’s journey with mental wellness.We also encourage all managers to ask a question about the state of theirdirect reports’ well-being (rating on a scale of one to five, with five beingoptimal) in their one-on-ones each week so they can support them in takingaction if their well-being is declining. Finally, we have webinars every monthwith experts on different topics related to mental health. We encourage teammembers to participate in those educational sessions. Topics we’ve coveredhave included things like how to address specific challenges like sleep orstress management, women’s mental health amidst the pandemic, and the Blackcommunity and mental health alongside rising racial violence. These sessionshelp our own leaders deepen their empathy, increase knowledge and gain skillsto support teammates.Maggie HureauHead of Social ImpactMaggie Hureau is head of social impact at Harry’s Grooming, a global consumerpackaged goods platform that addresses the grooming needs of both men andwomen. Not only does Harry’s donate 1 percent of their sales to mental healthnonprofits — with a goal of $5 million in 2021 — but Hureau believes thecompany can destigmatize mental health in the workplace through a combinationof benefits, culture and access to care.How have you created a culture where people feel comfortable having honestconversations about mental health?While we’re continually improving the way we integrate employee well-being andmental health into the workplace, over the past few years we’ve approachedthese practices from a few different angles. As a company that’s dedicated tothis cause — 1 percent of our sales go to mental health nonprofits — it’simportant to us that we’re living this value internally, as well. It startswith the benefits, policies and perks we offer employees, like our flexibletime-off policy (and paid time off to volunteer). This also includes generousand inclusive parental leave, access to benefits, company-wide mental healthdays, and health and wellness reimbursements.Second, we’ve built a culture that values honest and direct feedback — it’sbuilt into our management philosophy and structure — and lifelong learning. Weshowcase these values by talking openly with our employees about thechallenges faced by people struggling with mental health, and by providingopportunities for our employees themselves to engage in activities thatpositively impact well-being. Lastly, we get our team involved. We’ve offeredemployees the opportunity to train as crisis counselors with Crisis Text Lineand The Trevor Project. > We’ve offered employees the opportunity to train as crisis counselors with> Crisis Text Line and The Trevor Project.” What’s one formal policy/program/offering your company has that supports themental health of your employees?At the beginning of the COVID-19 pandemic, we began offering our team company-wide mental health days off. Throughout this past year, the Harry’s team hasbeen working really hard on a number of business challenges, and our goal hasbeen to allow them some space to unplug and recharge (by using these dayshowever they want). We started this policy as a test to start and, afterreceiving positive feedback from our team, did it on a once-monthly basisduring the second half of 2020, with additional time off during the holidays.In 2021, we’ve baked quarterly mental health days for the entire company intoour annual calendar from the beginning of the year. For example, we closed onApril 1 and 2 to give everyone time to recharge. We’ve found that it’s mucheasier to unplug when everyone else is, too. Folks know that there will befewer emails waiting for them when they return.This was an initiative that started from the top down — our leadership andfounders, Jeff and Andy, have been vocal about the importance of making timefor self-care, and they drove the idea of having company-wide time off.When employees come to their managers to discuss mental health issues, how arethose situations handled? Do you provide any training to help managersnavigate these types of conversations?At Harry’s, we know that we can continually improve our processes and we planto keep expanding the way we train managers in mental health. For now, thereare five ways that we make sure our employees and managers are able to have anopen dialogue with one another about mental health: 1. Enable Sustainable Success. This is one of the four pillars of our leadership philosophy. We encourage leaders to use their regularly scheduled check-ins to proactively check in on their direct reports’ well-being, and not just wait until there’s a crisis or someone comes to them. 2. Video Discussions. Our senior leadership team hosted and recorded an honest discussion about how they personally navigate supporting their team’s mental health. 3. Mental Health Guide. We encourage managers to share our mental health guide as a concrete resource for anyone who needs it. 4. Resource Sharing. We routinely share articles, tips, questions and conversation starters for managers to refer to. Particularly after an external event in the world that may warrant additional support, we remind managers to proactively check-in. 5. Bravely. This coaching is offered for everyone on our team, including managers that are struggling to navigate tough situations.

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