Company culture is the personality of an organisation. It defines the environment in which employees work, the values and beliefs of the company, and the attitudes and behaviours of its employees. A strong company culture is essential to attracting and retaining top talent, encouraging innovation, and achieving business goals.

As the brand manager at Tixel, I have experienced a company with a strong culture that encourages innovation, flexibility, and growth. I will share insights on the importance of building a strong company culture and how to achieve it in this article. Read on to explore the importance of building a strong company culture and how to do it.

Example of Tixel Strong Company Cultures

Tixel is a prime example of a company with a strong company culture. At Tixel, we have identified four pillars that define our company culture: innovation, experimentation, collaboration, and flexibility. We use a weekly survey to gather feedback from employees and address any concerns or issues. We also hold team meetings to set goals and discuss new ideas. Tixel’s emphasis on innovation and experimentation has led to the development of new products and services that have helped the company grow. We found there are 3 key steps to a strong company culture, create, implement and maintain. Starting with a definition can help create a set of guidelines for future experiences. With a clear definition implementing a strong culture is about communicating that definition to the larger group. Like anything in business, it can be improved and will change so maintaining requires flexibility and learning.

3 Steps to Developing a Strong Company Culture

Defining Your Company Culture

The first step in building a strong company culture is defining what it is. This involves:

• Identifying your company’s core values and beliefs: Determine what your company stands for and what principles guide your decisions and actions.
• Creating a mission statement that aligns with those values: Craft a clear and concise statement that summarizes your company’s purpose and goals.
• Encouraging employees to participate in the process: Involve your employees in defining your company culture to ensure that their perspectives and ideas are considered.

At Tixel, we use a combination of company values and employee surveys to gather insight and define the company culture.

Implementing Company Culture

The second step in building a strong company culture is implementing it. This involves the following:

• Establishing clear expectations for employees: Clearly communicate what is expected of employees in terms of their behaviour, performance, and responsibilities.
• Encouraging open communication and transparency: Use tools like employee surveys, team meetings, and one-on-one discussions to foster open communication and transparency.
• Create reference and make it available: Create a document that outlines the company’s key values and core beliefs in clear and concise language. Ensure that the reference document is easily accessible to all employees and encourage them to refer to it regularly.

At Tixel, we have established a clear set of expectations for employees and encourage open communication and transparency through anonymous feedback surveys and team meetings. We also foster a positive work environment by celebrating successes and milestones by reviewing progress frequently.

Maintaining Company Culture

The third step in building a strong company culture is maintaining it. This involves:

• Providing opportunities for growth and development: Offer training, mentorship, and other opportunities for employees to learn and develop new skills.
• Fostering a positive work environment: Create a workplace that is welcoming, respectful, and supportive. Celebrate successes and milestones to boost morale.
• Continuously evaluating and improving the company culture: Use tools like employee surveys and team meetings to gather feedback and identify areas for improvement.
• Creating a culture of accountability: Hold employees responsible for their actions and ensure that everyone is working towards the same goals.
• Celebrating successes and milestones: Recognise and reward employees for their hard work and achievements.
• Addressing and resolving conflicts in a positive manner: Encourage open communication and transparency to resolve conflicts in a constructive way.

At Tixel, we continuously evaluate our company culture through weekly surveys and team meetings. We create a culture of accountability by holding employees responsible for their actions and celebrating successes and milestones to keep employees motivated. We also address and resolve conflicts in a positive manner by fostering open communication and transparency. Finally, we provide grants to employees to pursue personal growth and development opportunities.

Conclusion

Building a strong company culture is essential to the success and longevity of any business. A positive and productive work environment can increase employee satisfaction and engagement, leading to improved productivity and success. By defining your company culture, implementing it, and maintaining it, you can create a positive and productive work environment that will benefit both your employees and your company.

Through my work at Tixel, I know a strong company culture can lead to success and growth. I encourage all companies to prioritise building a positive and productive work environment by focusing on their company culture.