Culture is the soul of every organization. Whether you plan it or not, culture will happen. So as a startup CEO this is one of the core things you want to get right.
HubSpot has published a “culture code”. They published it partly as “manifesto” and partly as “employee handbook”. It is absolutely worth checking out.
Here are some of the highlights from the HubSpot Culture Code:
- Culture is to recruiting as product is to marketing.
- Whether you like it or not, you’re going to have a culture. Why not make it one you love?
- Solve For The Customer — not just their happiness, but also their success.
- Bankrupt companies don’t delight their customers.
- Success comes through educating customers, not exploiting them.
- Power is gained by sharing knowledge, not hoarding it.
- Sunlight is the best disinfectant.
- You shouldn’t penalize the many for the mistakes of the few.
- We don’t have pages of policies and procedures.
- Results should matter more than when or where they are produced.
- Influence should be independent of hierarchy.
- Great people want direction on where they’re going — not directions on how to get there.
- Better a diamond with a flaw than a pebble without.
- We’d rather be failing frequently than never trying.
On Friday, during likemind CGN, I had an interesting discussion with a couple of guys. We started off, talking about the future of recruiting and soon had a controversial debate on corporate culture and new styles of work. Both topics I find hugely interesting.
Not only have I worked as a management consultant with corporations on enterprise 2.0 and change management topics. As an entrepreneur I have a huge impact on the corporate culture at talential.com myself. We are a decentralized – almost virtual – company, thus making it essential to establish new working styles, rules of interaction and cultural values.
I will try to post more about these subjects in the next months. Some of my most controversial arguments were
- fire (all) your managers
- employees should select their boss (aka “leadership is defined by followership”)
- employees should choose their own salary
- job titles are toxic
Some more topics we didn’t have the chance to go into detail are
- virtual teams are more productive (aka “why each employee should have his own room”)
- trust is more important than control
- the illusion of growth
- planning is overrated (aka “nobody has a clue”)
- hire lazy employees
- perfection is the enemy (aka “good is good enough”)
- money is not a good motivator
- a business plan is worthless
I have to
see if I will write about these topics in German or English. I might even open up a new blog. Stay tuned…