Creating and Keeping a Positive Company Culture – Entrepreneur Magazine

Creating and Keeping a Positive Company Culture

When first starting out, most entrepreneurs are so obsessed with perfecting their product or service, they don’t have much time to think about company culture. Big mistake. Many founders don’t realize the importance of a shared vision or values until much further down the line — sometimes when it is too late.

As an entrepreneur, it is important to instill values and ideals earlier in the game, so as your business grows, these ingrained standards stay with the company.


Here is how to begin to develop a positive culture right off the bat.

The leader’s role in growing culture. 

Founders make decisions based on their values but these ideals may not always be apparent. Once you’ve established core values, you need to communicate what’s most important to you and keep everyone on the same page. Talk about the culture consistently so people know you are committed to living those ideals.

Related: Making Gratitude Part of Your Company Culture

As your company grows, don’t make the mistake of assuming your culture will naturally spread with it. Eventually, your culture will need to shift from something you actively teach and enforce to something your whole team takes part in.

Here are a few tips on creating a collaborative atmosphere:  

Be vulnerable. Don’t act like you have all the answers.

Determine your values as a group. Talk to your first few hires and give them input on your values as a company. These people are going to make a huge impact in shaping the future direction of your company.  

Identify culture champions. These are team members who embody the company’s values and are enthusiastic about spreading your mission. Empower them to keep the culture alive from within your company.

Institutionalize the culture. Put systems in place to make sure your culture is scalable and can grow with the employee count. In your hiring process, strive to give multiple people an opportunity to provide input on whether or not a candidate is the right fit.

Keep traditions. Don’t take away things that matter most to employees, including rewards, professional development and quirky social events. Read more:


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