An essential part of what an organization represents is found within the culture it perpetuates.
In fact, I would argue this is the most important part of running a business. It’s part of discovering your identity as a company and it will define the working experience. Creating consistent quality work and meeting deadlines is crucial to a company’s image and survival, but it’s all meaningless if you can’t keep your business from imploding.
As an entrepreneur, I believe it is your responsibility is to set the tone of your company’s culture and lead by example. For instance, if I am not constantly pushing myself to improve in what I do, I can’t expect the people who work for me to do the same.
Equally, it’s also important to be intuitive about hiring people, and believe me when I tell you that I’ve learned this by failing at it many times. Adding and terminating employees needs to be as much of a personality decision as it is about talent and building revenue. If an employee doesn’t fit the company culture, it can ruin the workplace for everyone.
As I’ve said before, I would fire the most talented person on my team if they turned out to be an absolute dickhead. If you aren’t adding to the culture, then you’re taking away from it.
As a company, what people are going to resonate with most isn’t impressive numbers or even some fancy logo. While they have their place and are important, it’s the personalities they come in contact with and the overall vibe the culture exudes. It’s the people.
At the Hub, every piece of media we put out there is aimed at letting you know who we are as a business, as people, and as a culture.
In a matter of speaking, the vibe attracts the tribe.
When it comes to who we decide to add to the team, the vibe our interviewees give off is a major deciding factor into whether or not they will be hired. I couldn’t care less about your resume. By incorporating our culture into the decision we make, especially the people we bring on, it makes the process that much more defined.
Everything comes full circle when you prioritize culture. If you fail to do this and are only focused on recruiting talent and boosting productivity, the irony is that the bottom line will suffer in the long run.
For example, here at the Hub, as much as we value hustle and hard work, we value getting out and playing and enjoying each other as friends. Another defining aspect of our culture that I really value is stopping to celebrate small victories throughout the week; on the spot and in the moment. Recently we avoided catastrophe when we managed to recover an entire video that we thought was ruined, so we stopped for a moment to raise our glasses and down a shot of Irish Whisky before lunch.
On the flip side of this, when something does end up going wrong it’s important to not let it affect your whole team. By embedding this into our company culture, we are able to keep morale up when things don’t go as planned and we can push through it together.