Company culture in a very small business is essentially the founder who acts as the lynchpin.
it’s important for founders to be highly self-aware of the values and norms on display, most importantly those which come from their own actions they’re always on stage and what they do (or don’t do) becomes the culture.
Good founders will seek feedback and discussion around the culture to ensure it constantly evolves with the team and business.
Chris Dyer, founder and CEO of PeopleG2
The good news is, the smallest companies have the shortest line between two points: the owner/CEO, and the rest of the staff. Culture flows from the values demonstrated by the business leader. Once these are spelled out, the person at the top should request and receive buy-in from all employees, so that everyone is on board and moving in the same direction.
After all, great culture attracts great people. By great, I mean that, yes, they are outstanding at performing their jobs, but beyond that, they should also serve the culture. The nature of culture, while complex, is actually a bonus that helps companies perpetuate a positive workplace atmosphere.
People who believe in the organisation’s mission, vision and values work in concert with them.’so, recruiting and on-boarding new staff is important.
__________________________________________________________________________________ Micro business lessons from the SME Culture Leaders: Start as you mean to go onHow can the ultimate office culture be achieved, and do you really know what makes your staff tick?
Alex Currie, HR director at GoCompare
When you are in the throws of starting up or still trying to make a profit, salaries are not necessarily the most competitive.