How do you create a company culture document that has a lasting positive impact? A culture document that truly aligns your team and not just another document? Here is one way to do it! Excerpt from our latest Level-up Engineering podcast interview with Rob Volk. 
#1 Take notes of your current values 🗒️
Take note of things that are meaningful to your culture and set your organisation apart. Take your time. It requires collaboration and many iterations to get right.
Take note of things that are meaningful to your culture and set your organisation apart. Take your time. It requires collaboration and many iterations to get right.
#2 Involve key people 🧑🤝🧑
Involve key leaders in your company, engineers and even people who were outside the company but close to it. They have a valuable perspective, seeing your culture from the outside.
Involve key leaders in your company, engineers and even people who were outside the company but close to it. They have a valuable perspective, seeing your culture from the outside.
#3 Get an outside opinion 👩🚀
Do you work with someone on a contract basis? Involve this person! She probably understands your culture, but not with your company every single day. When you're inside your problems, sometimes you can't see the solution.
Do you work with someone on a contract basis? Involve this person! She probably understands your culture, but not with your company every single day. When you're inside your problems, sometimes you can't see the solution.
#4 Define it ✅
Do some soul-searching, and define the aspects of your existing culture. You have to make yourself aware of it, put it into words, and write it down.
Do some soul-searching, and define the aspects of your existing culture. You have to make yourself aware of it, put it into words, and write it down.
#5 Communicate it 🗣️
The next step is to roll it out, and make everyone aware of it. We started out with one-on-one trainings, and I held some sessions for small groups myself.
The next step is to roll it out, and make everyone aware of it. We started out with one-on-one trainings, and I held some sessions for small groups myself.
#6 Lead by example 🏁
The most important thing is to lead by example.
For instance, if you have a “Don't be late” rule, the CEO and the management have to arrive a minute early to every meeting. Only then can you expect the developers to follow this as well.
The most important thing is to lead by example.
For instance, if you have a “Don't be late” rule, the CEO and the management have to arrive a minute early to every meeting. Only then can you expect the developers to follow this as well.
#7 Hold people accountable 📊
We look at performance, and how the employee is doing as far as our culture document goes. We expect our people to uphold the values of the company.
We look at performance, and how the employee is doing as far as our culture document goes. We expect our people to uphold the values of the company.
WOW! You made it this far, great! 🎉
If you liked this thread, pls help us with a RT!
Hungry for more? Read or listen to the full post here: codingsans.com/blog/culture-d…
More podcast episodes: codingsans.com/engineering-ma…
If you liked this thread, pls help us with a RT!
Hungry for more? Read or listen to the full post here: codingsans.com/blog/culture-d…
More podcast episodes: codingsans.com/engineering-ma…
How do you create a culture document that has a lasting positive impact? A culture document that aligns your team and not just another doc? Here is one way to do it! Excerpt from our Level-up Engineering podcast interview with Rob Volk (@bobbychaz), hosted by @FancyKarolina
