How to boost your company culture — and keep it vibrant (4 tips)

Creating something out of nothing is a powerful feeling. When I got on a plane to China at sixteen, I was thrilled to do just that — start something fresh. Getting a grip on the material, exploring the mechanics of my first business. As an entrepreneur, I’m fascinated by implementing new structures and kickstarting processes. What is the switch that clicks the entire company into place, ready to grow?

Over the last ten years, I’ve built nine companies, and I’m still involved in operating three of them. In my entrepreneurial journey, I’ve tried to personally haul systems into place. With hard facts and half a lifetime of experience, I brought procedures to the table I knew would boost company growth.

Let me explain. At the time we were building a healthcare platform company. I wanted to change the way we worked and collaborate with the client, instead of operating for them. And you know what? I could present facts all I wanted, but as the team wasn’t on board with these plans, nothing would have any effect.

So. Spoiler alert: if you’re already convinced of the staggering long-term effects of crafting a positive company culture, it’s best to stop reading here. Because I’m handing out four essential team spirit tips:

Face the same direction
What was happening at the healthcare platform company? While I was busy restructuring our system to start a collaboration process with the client, colleagues around me kept revisiting our old methods. People didn’t understand the route we were on. As the old route felt safe, they kept clinging to it, unfocused. It was like they waited for hints, not knowing in which direction to move.

Speaking to the team, it became clear the reason why we worked at the company differed per person. Together we were slowly trying to climb a mountain, without ever reaching the top. We slowed down. We stood still.

You can implement as many award-winning methods and perform top-notch marketing — but if your people aren’t there, you’ll never reach your peak. Company culture is not a buzzword. It’s essential to be facing the same direction. To know what’s going on, match people based on account of what gives them energy, and have them develop the skills they desire. What are their personal goals, and how are you going to get them there? And — sometimes a bit painful — do these also match the company’s strategy?

Hire personalities unafraid to express themselves
Honestly, when interviewing a possible candidate, I’m looking beyond their hobbies and interests. CVs and motivation letters often don’t convey someone’s personality. To find out whether new people fit your company culture, you want them to be able to have an answer to the following question: ‘If we work together, what would make that collaboration a success for you?’

There is no right or wrong answer. I’m looking for that individual spark. That specific something that makes a person tick or gives them a rush of energy. I always hope candidates bring a surprise to the table. It’s because I’d love for people to be able to be fully themselves on my team. This could be in the tiniest trait, fresh take or intriguing remark. I want to attract people who understand their own self-worth — and want to build on that. When, after a month, someone does not feel like they can express their own character, we’re usually not a match. The team should thrive on each other’s energy and quirks — I want that to be a priority.

Create diversity in culture
Besides knowing what drives the individual members of your team, it’s important to check whether you’re not working with one homogenous bunch. Or two, which could lead to teams splitting into two opposites in which one tries to overrule. When focusing on your collective goal, it helps to assemble many different perspectives.

Why? Well — when your company consists of a diversity of people with various backstories, you gain viewpoints outside of your own range. It’s as simple as that. Teams gaining new viewpoints will be able to develop new, creative solutions. And go to places they hadn’t been before.

Focus on your culture’s long-term
When it comes to developing your company culture, there’s no such thing as a quick fix. Even in a diverse team where everyone is facing the same direction, you need to stay focused on everyone’s contentment. On the long-term, you’ll keep positive energy flowing by celebrating individual achievements. There will always be hurdles on the road to your collective goal, and this way, there’s always something to boost morale. If dynamics get too complicated, it could be smart to hire an external coach, as we did.

When you invest time in your company culture, your company will stay in motion. Dynamic personalities within a motivated team create the path for growth.

So what is that ‘something’ that boosts the entire company continuously, you ask? Focus on your people.