Creating Company Culture
(Got to love a title with some alliteration.)
Today, we hear more and more companies talk about their “culture.” It has become a bit of a buzzword, and as with all buzzwords, companies often like to throw it around to sound hip-to-the-skip. But what does a good company culture actually look like? What does that buzzword mean in real word terms?
Whether you are starting your own business or on the job hunt, knowing what a good company’s culture looks like can help save you from the anguish of hating where you work. And at Lamp Post Group, we like saving you from anguish! So, we decided to talk to Chad Eichelberger, the President and COO of Reliance Partners, to get his expert advice on the matter. We’ve known him since the days of Access America, where he was the President, and have always been impressed by his exceptional leadership and ability to create a company culture that allows his employees to thrive.
So sit back and get ready to enjoy some knowledge from the expert.
Could you break down what company culture means to you?
Culture is incredibly important in building and growing a business. In order for a company to have sustained success, employees need to be hyper-engaged and united. This unity can look a lot of different ways, but most commonly it stems from passion for your job. People who love what they do exude that same positive vibe in their interactions with other team members, customers, prospects, etc. If you build a company where people feel empowered and are passionate about their job then culture will develop independent of that. I have been part of three companies the past 10 years and all had completely unique company cultures, but the fundamentals were very similar.
How would you describe the culture at Reliance Partners?
Our culture is very much centered around employee empowerment. You hear laughter, sales calls, and teamwork when you walk through our office. We are in an industry that typically is the complete inverse of how we operate at Reliance Partners. You will not find any lavish corner office in our space or any office whatsoever for that matter. We have an open floor plan where you are more likely to get hit by a football. The energy and enthusiasm here really are special.
When starting a company, when do the efforts to create a good company culture begin?
Day 1 — Culture is the foundation of every single business. If you create a place where people love their jobs then you will create an edge that competitors can never match.
Whose responsibility is it to create and maintain a quality culture? And what do they do to achieve this?
It is every person in an organization’s responsibility to create and defend a culture, but it starts with every leader promoting positivity and working to ensure that team members have the same perspective. Leaders have to be amazing listeners. Listening is a super important skill for all leaders. If you want to empower your employees then you better be able to give them a voice.
When hiring, how important is finding a “culture fit,” and how do you go about finding this person?
I think it is super important to hire candidates that have the ability to thrive and contribute to a company’s environment. We have candidates go through multiple interviews with different individuals at our company and develop a consensus of if they are the right fit. This does not mean that everyone has to be a carbon copy or possess all the same traits, but it does mean that we are going to be extremely selective to ensure we find the right candidate.
What are some commonly seen bad practices/mistakes in terms of creating company culture?
I think a major impediment to creating a culture is when there is not buy in throughout the organization. If one manager does not believe, then why should employees buy-in?
We want to thank Chad Eichelberger for taking the time to answer our questions!
Oh, and by the way, Reliance Partners is hiring a Staff Accountant! Want to live the culture that Eichelberger is talking about? Learn more about this great opportunity here!
This post was written by Katlyn Whittenburg, the Social Media Manager at Lamp Post Group and originally posted on Lamp Post Group’s blog. Stay up to date on what we are doing! Follow us on: