Thanks for tuning in. In this video, we're going to talk about how to build team
culture, how to build an awesome team culture. And we're all about culture here
at national business capital. As you can see, we've got the office decorated. Got
holiday decorations out. We've got stuff up on the walls and we're always having
fun. We're trying to keep the fun in funding. So, this is just one of the fun
cool things that we do here in the office. When we complete a transaction
for one of the clients, the team gets a chance to shoot it at the... Shoot
something at the dartboard on the wall. Those points head up to the end of the
month and then someone wins a prize. So, just something fun that we do. Nice.
I believe the number one factor in a company success and their growth is
culture. Culture has been something that's been amazing in our company and
I think creates an awesome work environment. I think it makes people
happy and I think from that, it makes us even more productive as a company
because everyone's coming to work and happy to be here. I'm going to share
probably got 5 or 6 tips that have really helped... Some really good things
that have helped shape and mold our culture over the years. It's taken years
to have an awesome and amazing culture. But once you really know it and once you
get it, they could do wonders for your company as well too. So, at my company, we
have a culture team and these folks are on the on the culture team. This is
Kayla. And this is Jill. Jill is actually our cultural leader. Last year Kayla was
our cultural leader. And basically, how many people would you say are on the
culture team now, guys? -11. -11 people. wow. It's really it's creeping up
there, that's awesome. So, we have 11 people currently on a culture team and
that culture team is made up of... iI's all different really people across the
organization in a number of different departments and in each department
across the company they'll have 1 to 2 culture participants. We're going to call them
culture mates. So, one that... You know, each department has one through culture mates.
And really, you know, I guess what would you say... You know, what's the job of the
culture team? -I would say the job of the culture team is to keep the morale up in
the office. Get everyone involved in not only activities in house but outside in
the community. To help plan different events of someone having a birthday. So
everyone knows like, "Oh, so-and-so's birthday. You know, let's decorate their
desk or have a mixer. So, all the new people that get hired get to meet
everyone and learn a little bit about the culture learn a little bit about the
company and kind of get like a head start at joining our team." -Awesome. You
know, it's funny that the mixer... You know, the mixtures that we do... Like how
great is that been for the new people coming into the, you know, into our
company that really just don't know anyone. I've seen that just do wonders. I
think for new people and getting them to... You know we have so many departments now
in the company that you come in. there's almost a hundred, you know, 100 people or
so. You don't really get to interact with
people in other departments. So, it's really been a way for people to interact
across departments and anything you guys want to add to that? So Jill, how do you
think culture drives performance? -I think it's one of the biggest factors in us
being able to do what we do. Coming in to work every day definitely gets
repetitive sometimes. It's nice to be able to have a culture team that can
make things a little bit exciting. I didn't even know when I started working
here how much culture meant to me as an employee. And that's one of the things
that like drives me every day and keeps me happy at my job, is knowing that I can
come in and there's people that, you know, I can talk to if I'm having a problem or
you know, when you first start, just somebody a friendly face to say hi to
when you don't know anybody. You get introduced to every single manager which
is nice. -Alright. So, how do you think culture drives performance? -I think that
culture is one of the things that pushes us more to get where we need to be here.
Every day just coming in and knowing that I am going to be happy doing my job.
You know and seeing all of these great people that I work with. I think it
drives me to be a better worker especially with our wow card system. A
really great thing to be able to give somebody a Wow card for something that
they have done that somebody in a different department might not be able
to see on a day-to-day basis. Having the Wow cards go off on the TVs
is a great way for everybody to know, "hey, Kayla did such a good job in
marketing today. This is what she did in case you didn't know." And everybody can
like congratulate you and knows what you did. But you don't find in a lot of
places either. I think it's just really great that everybody knows what you're
doing and how well you're doing it. And it pushes me to work harder that way
because I you know that I'm doing a good job. -Yes.
So, you you brought up Wow card. You know, explain, you know, what a Wow card
is because I'm sure people watching this right now like, "what the heck is a
Wow card?" -All the culture leaders and managers at this point, all have stacks
of these cards in our drawers that have point values on them. And anytime
somebody sees you going above and beyond or working really hard or doing
something that you didn't necessarily have to do, we are going out of your way
to do it, they can give you a WoW card. Anybody could give it to you. You go to a
culture leader, you go to a manager and you write your message on the Wow card
of what that person did and your thank you for... -That's awesome. So a nice
recognition? -Yes. -And then that... So, the Wow cards too. Which is really cool is
those add up for the month and then monthly... Now, we've been switching up like
what we're doing but now we're doing a raffle. -So, once a quarter... Every quarter,
we're going to get all the points end up so the Wow cards are rated 5, 10 or 20
points. And we're going to add up all the points and then there's going to be a big
raffle for I like, they're pretty decent... -Yeah. So we just started to switch. We're
doing a monthly, now we're doing actually quarterly because we made a decision to
make the prizes Wow! Now, we got Wow prizes. That's awesome,
that should be really cool and really excited to see what what prize we do for
the next quarter. You're going to do something cool like an Apple watch or an
iPad or you know, maybe like a trip into the city or something like that. But we
have some cool stuff in store. So, great stuff. Awesome guys.
How many hours a month would you say you guys spend, you know, on the culture
department? -I think that it's really hard to allocate how much time is spent on
the culture a month. Because I think it's something that's we're done every day.
Not with just me and Jill but the whole culture team and people who see us doing
like different things for the department. Who want to be a part of the
culture team but aren't like necessarily like a culture mate. So, I think
it's hard to say like, "Oh, we do like 10 hours a week." -Yeah, yeah. -It's like, always
like, "Oh, you know, so-and-so." This happens, they
like a rough day yesterday. Let's try to cheer them up for. You know, this client
just had surgery, let's send them something like... Culture doesn't just
have to be within how something that like me and Jill we're like, "Oh, we're going to
do a fundraiser for this." It's like, "Oh, you know? What we should do something for
make-a-wish or something for feeding America."
-That's great. -Things like it's hard to allocate time to something when it's
kind of always in the back of our minds. That's how can we be better. -I think
that's actually a really cool answer and important to take note of guys. Because I
basically, what you're saying is, it's just a daily thing and it's just
it's a part of the culture, right? And we just do it and there's 11 people.
Besides the 11 people on the team, everyone's really participating in doing
good. Not just here in the organization but to the customers and going above and
beyond for them. And I think that's probably the biggest things we've
focused on is what what more can we do for our customers. And that's really
great. So Kayla and Jill, what do you think some of the positive impacts that
the culture teams had, you know, here within our company with an organization
in the business? I think that one of the major impacts that the culture teams had
on the company is that we've built a family within a company. Which I don't
think really happens especially in a financing industry because everything's
like go-go-go. -Yeah. -And like that kind of like brought
it back like, "Oh, no. Like we can still go, go, go. But we're going to go together." -Got it.
-And I think that's something really special that we have here. So, it's
awesome teamwork wise. And everyone kind of working as a team not against each
other. -Exactly. Like it's like, "Oh, someone's struggling? You know what? Let
me help them. Like, let me see how I could show them how I do something and maybe
that will make them think, oh I could do it that way too." It's not just
necessarily like going like, "Oh, here's the Wow card." Like, "Oh, I see that you
need help, let me help you." -Got it. -I think that's really special.
Yeah. And everyone giving each other support. -Yeah. -Very cool. And what else?
What do you think, Jill? -Let's piggyback off what Kayla said with us all being a
big family here. It is very much that... Just a big work
family. I think it kind of like weeds out all the people that don't have that same
view within our company. -Not sharing the values and the mission and the
vision. -You could learn, you know, is with the team values. -Which is important to us.
So, it's been wild for me to see, you know, you know as as an owner
how it's become like self filtering. And you know, sometimes people are great in
the interview and slip through. And we do a pretty good job on the interview side
and really look to bringing the right people into the company. But sometimes,
people are different once they get started.
And I think it's been pretty wild to see how you know, how the culture and the
organization is self filtering people out with. And it's almost screaming where
to us where you're more like a manager or, you know, a partner would have had to
get involved, you know, to speak up that something like that. I think that's
just happening on its own now. Which is really wild. You know, what advice
would you have for any business owner across the country that might be trying
to build culture from scratch or just getting started, you know, with this
process? What advice would you give to them with starting this? -I would give the
business owner... I would tell them, you know, "Really sit with your team and set
the values together. So, everyone's in alignment and agreement. And you hear
everyone's voices because I think that's really important to let everyone have a
little bit of a voice." -That's a good one. -In the mission. -And we did that. -We did.
-Yeah. -And I think that because we did that as a team, it that's why the
foundation was so strong. -Yeah, I agree with that. Awesome. And Jill,
what do you think? -I feel like really getting to know your team in your employ
it's a very huge aspect of what makes us such a great team. Especially you and James
getting to know all of us and what gets to motivate our team to do such a great
job. And what makes a happy environment for us. I think is what makes our culture
work so much. -That's awesome and that's great to hear. And thank you
for that. And you know, you bring up a good point, Jill. I think it's important
that you, you know, as an owner or a leader, you participate in the culture
too. Like when we're doing stuff here. We're involved. It's not like you guys
are doing it and you know we're wearing exception to the rule. We're involved in
it and participating as well. Whether it's handing out Wow cards or
participating in something that's fun or you know whether it's a holiday dress-up
or ugly sweater party. Or you know... Or community stuff. You know, this past
Thanksgiving we did the, you know, delivered the Thanksgiving in a boxes.
And you know, it's really cool and important that as an owner, you're in it
as well too. It's not just something that you create and get to stand out of.
Cool. And anything else that you guys want to add on that? Anyone looking to
get, you know, culture started from from scratch? -Yeah, well I think what is
really important is like James and Joe, you know, there's the president and CEO
of our company and normally wouldn't have like a relationship where it would
be able to talk to Joe on a daily basis and bring an idea for a culture event.
But he's so involved with the culture and James is involved with the culture. I
think that helps, you know, build the culture up even more that James and Joe
are so involved and they're at like the Thanksgiving baskets or we bring our IDs
and then go, "Here, let's agree to it. Let's get this started." I don't think like most
companies have that. So, even if you can't like make time for all the events,
definitely, like try to pick like a handful of 3. That mean the most
of your employees. So, that you make sure you make an effort to be part of
the culture. I think that's really important. -So, we believe that your
company culture will probably be one of the most predictors of your success.
We're all about hiring slowly and ensuring that we're bringing the right
people into our company, into our culture. You know, I have a saying, "If I can't hang
out with you at a barbecue then you probably can't work here." And it sounds
silly but you know, if someone is, you know, great at whatever it is that they
do but, you know, they're really difficult or create issues or problems. Just rub
people the wrong way, we don't, you know... It's just not going to... Just not going to, you
know, work here. So, I got to be able to hang out with you at barbecue. You
know, over the years, I think we've had to make some short-term sacrifices in order
to protect the culture and protect the values of the company in order for some
really awesome long-term games. And I think, you know, us sticking to
that and really protecting the culture and protecting our values has really
made it... Has really contributed to you know I think our success as a company
and organization. And also provided an amazing place for all of us to come to
work to every day. So, I just want to leave off with I thank you guys for
making our culture what it is. You guys have been a big part of it and it's
awesome to really to see it, you know, start from nothing to come where it is
today. I really encourage you to figure out how to get culture started in your
company. And just get started with it. Just do it. I recommended the book
before. I recommend it again. There's a book called Delivering Happiness.
Definitely read it if you want to know more about culture. It's really helped us
Delivering Happiness as being here in her office. They came and they have done
workshops with us. We scored a 98% I think on, you know, on employee happiness.
Which was amazing. So, it's really important, it's been a game changer. We
have a 100 here and everyone's happy to come to work every
day which is really amazing. So, get started on culture.
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