How to Create a Healthy Company Culture with CEO of HotelRooms.com, Avi Goldstein
For years, Google has been held up as the gold standard of corporate cultures. The California based tech giant encourages employees to be productive without overexerting themselves. Employees are made to feel like decision-making is a democratic process where transparency and an open-door policy is the rule. Google has shown corporate America what it looks like when a company puts their employees first. More than 50% of executives say that corporate culture influences productivity, creativity, profitability, and growth rates. Avi Goldstein explains that these are just some of the reasons that a healthy culture attracts and retains excellent employees. As a pioneer in the online travel industry, Avi Goldstein is a major proponent of developing a healthy corporate culture. Here, Avi Goldstein lays out an achievable plan for any company to follow.
Obtain Employee Feedback
Building a healthy corporate culture starts with assessing where you are and figuring out if what your company “says” is in fact what it does. No one wants to work for a phony, no matter the compensation. If the company’s internal messaging is pretentious or artificial, Avi Goldstein believes it is impossible to grow without a culture shift. Rather than hiring an expensive “consultant” to implement the changes necessary, Goldstein believes employees are the most sensitive to inconsistencies and can be a powerful resource in correcting them. He encourages CEOs to ask their employees what they do and do not like about the current culture and work environment. To encourage honest feedback, Avi suggests building an anonymous survey for employees to fill out or simply display that there are zero negative repercussions for open (and constructive) criticism.
Set Measurable Goals
Whether at the gym, office, or in personal relationships, always set achievable goals. And then create a subcategory of ‘achievable’ — measurable. If your company’s mission is not well defined, it will leave your employees feeling lost and exasperated. In addition to clearly outlining and stressing the importance of your company’s mission and direction, Avi Goldstein suggests becoming invested in the goals of your individual employees. Maybe an Administrative Assistant in marketing has his heart set on becoming Director of Marketing one day. How can your company help him realize his goals? Avi encourages companies to invest in the goals of their employees by hiring within the company first.
Focus on Employee Wellness
A positive company culture puts an emphasis on employee wellness. In addition to ensuring that employees have the tools they need to succeed, Avi Goldstein explains that flexible work hours, vacation time, and dedicated time for learning are all great ways to combat burnout and stress. Some companies are building stress-reduction activities into their employee wellness programming by focusing on holistic health benefits. Holistic benefit plans can be constructed to address all aspects of health, including personal coaching, yoga, and financial wellness. Many companies that take on this responsibility will see benefits in retention and productivity.
Foster Social Connections
Another great way to build a healthy corporate culture is to foster social connections. When employees spend 40 or more hours a week at the office, they want to feel connected to their colleagues. Work-related social events can boost morale, build relationships and develop your culture. Avi Goldstein explains that companies offering work-social events help develop lasting relationships between employees and increase overall motivation and happiness within the workplace.
Lastly, once you have successfully developed a culture, be sure to nurture it and stay true to your values. If honesty and communication are pillars of your corporate culture, have an open-door policy, provide real opportunities for feedback, and schedule regular meetings to check in on your employees. When you recruit new employees, highlight your values and make sure the candidate and mission align.