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How do you inspire a strong company culture?Capital Ideas members share tips for creating the work environment you want

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Linda Ha, founder of Barber Ha (barberha.com) says the key to building a great company culture is prioritizing your team. “We build our culture by focusing on each individual’s strengths and how they contribute towards working in a team environment. We also make an effort to get to know each employee on a personal level to find out what motivates them, as it differs from person to person.”

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“We treat all our staff like grownups who are capable of making good decisions about how to spend their time — I think people really appreciate that.”— Justin Archer, managing director of Berlin Ad/PR — brln.ca

“Be absolutely clear about your purpose and values. Hire and keep people who get that purpose and share those values, and fire those who don’t. Focus people on common objectives beyond the day-to-day challenges, and build trust through mutual accountability from top to bottom.”— Jeffrey Cullen, co-founder BaseCamp4 Inc. — basecamp4.ca

“Define what kind of culture you want, and then walk the talk. The culture of a company is defined by senior leadership and what they say, how they say it, and what they do.”— Kevin MacDonald, sounding board at PU Technologies Inc. — putechnologies.tk

“As the leader, you empower your people first by being very clear on expectations, making them accountable, respecting and rewarding them for a job well done, and encouraging collaboration within the team. This builds trust and a healthy culture that retains great employees.”— Connie Warner, principal at National Quality Training Group Inc. — launchingleaders.ca

“Hire passionate people who share your values, listen to your employees, hold regular meetings, and do team-building exercises. Find alternative places to host your meetings, invest in your employees … and celebrate their achievements.”— Kristi Wozniak, owner of KEYLIME Athletic Wear — keylimecanada.com

“By initiating activities that the company can do together as a whole. We have completed some UWALK challenges, and have also challenged the companies across the hall from us ... We also go for lunch together often, and try to plan activities that we can do after work. If there’s an activity that will bring your team together for a common goal, it strengthens the company culture and people get to know each other better.”— Mei Yeung, account manager at Amplomedia — amplomedia.com

“Work with your team to build your core values, and ensure these are posted everywhere. Your new hires should share these values. Ensure that all decisions made respect these core values — they should be fundamental principles you all live by. The culture as a result will be very strong and it will foster innovation, creativity and loyalty, and will help your business grow.”— Ashif Mawji, CEO of NPO Zero — npozero.com

“Companies are defined by what they do, not what they say. Intentionality is meaningless, if not hypocritical, if a company does not do what it says it will. A strong culture may be of value, but if you’re not committed to doing the right things well, it is a fruitless expedition … simply put, lead by example.”— Marty Tascona, president of DeliberateSelling — deliberateselling.com

“The best way is to hire top quality people who want to be part of a leading-edge company. They have to live the culture, not just buy into it. It’s better to work hard finding people who will live your culture than to work hard later trying to change non-believers.”— Bill Dowbiggin, strategic partner at Corporate Solutions Canada — corporatesolutionscanada.com

“First and foremost, there has to be trust. That is achieved through openness and a sense of security. Leadership has to live by example — according to our code of honour, feedback is delivered and received both laterally and up the chain in a positive manner, and without fear of resentment or recrimination. It is also a good means of sharing viewpoints that may be a source of improvement for the business.”— Faith Grant, president of Rejuvenation Health Services Inc. — rejuvenationhealth.ca

“It starts with involving employees in defining the cultural attributes you want to see. Managers ultimately set the rules, but employee involvement will ensure the culture is reflective of the people who work there. Strongly-defined service standards ensure customer interactions are consistent, and will reinforce the company’s identity. Finally, remind employees at staff meetings and other informal opportunities to keep culture top of mind.”— Sue Heuman, principal at Focus Communications — focuscom.ca

“By example. Our company culture is based on trust, help and support. We treat our staff as family, and because we have a few newcomers working with us, we try to help them adjust to Canadian culture … I myself am an immigrant, and I wish I had that kind of support when I came to this country.”— Mariana Konsolos, owner of Princess Florence Handbags & More — princessflorence.ca

“We defined our values and our purpose for being — what we do and with whom derives from that. A well-defined culture attracts the right people organically. As our team grew and evolved, so did our culture. We dialogue regularly to ensure that if we stray from the original path, it’s deliberate and that we’re all still aligned.”— Angela Armstrong, president of Prime Capital Group — pcclease.com

“By understanding that culture eats strategy for breakfast. When selecting people, this should be a deal breaker. If they do not fit in with your vision of company culture, do not hire them, regardless of credentials.”— Connor Aylwin, general manager at College Pro Painters — collegepro.com

“You first need to show that you want to take care of, and be a champion for, your company’s greatest resource — the people. People don’t care what you have to say until they know how much you care. You then can shape a culture of dynamism that drives business objectives, while staying true to the company’s values, standards and commitments.”— Brandi Bartlett, director of human resources at Quercus Solutions — quercussolutions.com

“A strong company culture comes when the leader has direction, confidence and leads by example. The speed of the pack is the speed of the leader. Keeping things fresh is always a good thing.”— Dorothy Briggs, founder and publisher of Womanition — womanition.com

“We measure our company culture with engagement, meaning how involved our employees are in the community, in company initiatives, and in making the company better. Everyone has a voice, and you’re encouraged to provide insight to ensure we provide a better client experience.”— Desmond Chow, senior financial adviser at ATB Securities Inc. — is.atb.com/poitraschow

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