HR management - Company culture
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Last week at our Yesware board meeting, we talked about the idea of “the monastic startup.” This was a phrase that Matthew Bellows, Yesware’s CEO, came up with, and it characterizes the culture they are creating at Yesware. It embodies two concepts: This idea sung to me. As I sit here in front of my 30″ monitor, working away in the peacefulness of my office in Boulder, surrounded by 10 of my favorite people (the gang I work with), listening to Lady Gaga, and connected to thousands of others via the computer in front of me, I realize that I long for more “monastic startup” time.
E – Engagement (flow, the sense of being lost in an activity) R – [Positive] Relationships (strong connections to others) M – Meaning (impact, a sense of connection to something bigger than ourselves) A – Accomplishment (achievement of specific goals)
January 11th, 2011 by Samir Balwani Often overlooked, business culture can be one of the most effective ways to increase a business’ bottom line. Exciting, inviting, cultures make consumers feel part of a group and inspire them to share with their friends. Most businesses ignore the idea of culture because it can be a difficult strategy to execute.
HR management - Company culture - Opportunity
HR management - Company culture - Techniques
Company culture - Examples
Créer une boite, c’est savoir faire plein de choses : de la strat’, du commercial, de la compta, du commercial, des formalités administratives, du marketing, du commercial, de la finance, pleurer chez son banquier, lever des fonds, gagner des concours, supplier des journalistes de parler de son projet, recruter une équipe du tonnerre, gérer les hauts et les bas – oh, et puis un peu de commercial aussi. Bref, il y a du boulot. Mais il y en a aussi un autre que cette liste déjà bien fournie : celui de mettre l’ambiance, et la bonne, pour permettre à la jeune boîte de continuer à croître rapidement. Et pour une startup, suivant le moment et le niveau de développement, la « bonne » ambiance ne signifie pas toujours la même chose : Step Zéro : une ambiance très ouverte et friendly lors du tout début, avec seulement les associés, où il faut être capable de tout changer du jour au lendemain, et de se dire les choses en face très, très franchement.
Traditional corporations, particularly large-scale service and manufacturing businesses, are organized for efficiency. Or consistency. But not joy. McDonalds, Hertz, Dell and others crank it out. They show up.
Does your company culture allow mistakes Friday Mar 25, 2011 by Bijan Sabet - General Partner, Spark Capital A few months ago I wrote down some thoughts about failure , our fear of failure and our ability (inabilty) to embrace it. The other day I was talking to a founder in our portfolio. They made a mistake inside of their organization and everyone knew it.
As an entrepreneur and manager of your company, what do you pride yourself on? Career advancement for your employees, regular meetings, providing recognition for a job well-done — these are all great attributes. Now what about the less obvious and more difficult task of candid discussion? Any good leader will work to build camaraderie among his or her team through communication.
We use high energy activities to create a sense of urgency and competition amongst teams on our training programmes which results in a more dynamic team that wants to make a difference when they return to the working environment. We all need to work more closely with our colleagues. Give your team a chance to see a better picture of each other away from the pressures of the office. We'll help them to understand the behaviours needed to be a world-class team.