![]() ![]() Lastly, we've used these initiatives to streamline recruiting efforts. But, from these markers, we can further isolate desired attributes, behaviors and see how those outcomes affect business as a whole. Their utility and practicality are ingrained because everyone can take ownership of their creation. These distillations currently serve as unifying, guiding principles within the company. The elements that made it through these filters stand as Printify's four core values: With a strong base to build from, we move from "what" to "how." Here, the task is to define where an idea comes from, what it means, how it can be defined, potential reactions and how it could be displayed from personal/team levels.Īt the end of these stages of deliberation, we were able to clearly define several prominent themes. The idea must correlate with improving some form of the customer experience to be valid. With a fledgling cultural component starting to take shape, it is weighed against the fundamental purpose of Printify: to serve the customer. If an acceptable degree of support and evidence coincides with the suggestion, then it can move forward. Go deeper. With the identification of several prominent factors, those aspects can be tested.With a wealth of raw data to utilize, team leads could go through the various information to look for patterns, trends and commonalities. As valuable components of Printify, each and every employee was invited to contribute their thoughts, feelings and suggestions. To keep the entire company aware, involved and on the same page, we devised a five-step system for gathering effective information, which you may find useful in defining your company's culture: Instead, the idea was to build a pool of thought from the collective audience and then to distill those concepts into a mutually agreeable, actionable vision. ![]() ![]() To our thinking, culture wasn't something to be imposed on the members of Printify. With such a pace of growth, it became difficult to direct the workplace ethos without slipping into the horror of micromanagement. However, we've since scaled to over 400 employees in the past three years. While we were smaller (under 50 employees), it was fairly simple to monitor and control the direction of company culture. ![]()
0 Comments
Leave a Reply. |
Details
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |