Citations Culturelles par Titans

If we really want to be effective with communication, we have to humanize our brands.

Company culture is the continuous pursuit of building the best, most talented, and the happiest team we possibly can.

Employees who believe that management is concerned about them as a whole person — not just an employee — are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.

A big part of our people-first culture is treating people with respect and transparency.

It's important to create a culture of innovation — one that both values and rewards risk.

If your culture doesn't like geeks, you are in real trouble.

Positive culture comes from being mindful and respecting your co-workers, and being empathetic.

I think a large part of that is the fact that I’m a large believer in hiring the right people and giving them unbelievable amounts of power and autonomy.

Anything that is measured and watched, improves.

A company's culture is the foundation for future innovation. An entrepreneur's job is to build the foundation

Culture is simply a shared way of doing something with a passion.

The way I think about culture is that modern humans have radically changed the way that they work and the way that they live. Companies need to change the way they manage and lead to match the way that modern humans actually work and live.

Being a great place to work is the difference between being a good company and a great company.

Determine what behaviors and beliefs you value as a company, and have everyone live true to them. These behaviors and beliefs should be so essential to your core, that you don’t even think of it as culture.

So often people are working hard at the wrong thing. Working on the right thing is probably more important than working hard.

Culture is the magic start-up ingredient.

Company Culture is the product of a company’s values, expectations and environment.

Corporate culture is the only sustainable competitive advantage that is completely within the control of the entrepreneur.

There’s really no such thing as internal culture any more. Your culture is always public, and it’s your most powerful, public-facing asset or liability.

Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationships, customers, development, energy and happiness to leverage, sustain and transform work into results.

A rigid structure does not give room for adaptability and change. A rigid structure turns people into slaves of rules, procedures, policies, and practices.

To win in the marketplace, you must first win in the workplace.

We can change culture if we change behavior.

A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms. Lack of candour, if unchecked, ultimately leads to dysfunctional environments.

When you’re in a small boat, you can see who’s paddling hard and who’s looking around.

Culture guides discretionary behavior and it picks up where the employee handbook leaves off. Culture tells us how to respond to an unprecedented service request. It tells us whether to risk telling our bosses about our new ideas, and whether to surface or hide problems. Employees make hundreds of decisions on their own everyday, and culture is our guide. Culture tells us what to do when the CEO isn’t in the room, which is of course most of the time.

Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day.

Company culture is the backbone of any successful organization

Our secret weapon for building the best culture is open and honest feedback.

In this ever-changing society, the most powerful and enduring brands are built from the heart. They are real and sustainable. Their foundations are stronger because they are built with the strength of the human spirit, not an ad campaign. The companies that are lasting are those that are authentic.

Maintaining an effective culture is so important that it, in fact, trumps even strategy.

You need the right people with you, not the best people.

No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.

Most companies overlook the most basic of all training functions: the onboarding of new employees into their corporate culture.

Shaping your culture is more than half done when you hire your team.

Treat employees like they make a difference, and they will.

If we are to preserve culture we must continue to create it.

If you are lucky enough to be someone’s employer, then you have a moral obligation to make sure people do look forward to coming to work in the morning.

The greatest asset of a company is its people.

Authentic engagement is not available upon demand. It’s less like today’s Keurig and more like the old-style percolator: instead of coffee at the push of a button, coffee grounds and water were put together, with heat applied and time allowed for one to permeate the other.

I look for two things when I hire a new employee: ambition and humility. Without a proven track record of initiative and ambition, it’s likely the person becomes a drain rather than a contributor to the company – even the really smart, talented ones.

This is not about fuzzy, holding hands around a campfire, kumbaya stuff. That’s not what values and culture and mission is about. This is about building an organization for success. This is about winning. This is about doing the tactical things to make sure your organization and your people are aligned around the same thing.

The real competitive advantage in any business is one word only, which is people.

Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity and meaning in their job.

A team aligned behind a vision will move mountains. Sell them on your roadmap and don’t compromise — care about the details, the fit and finish.

You can build a much more wonderful company on love than you can on fear.

Make sure everybody in the company has great opportunities, has a meaningful impact and is contributing to the good of society.

Culture is not an initiative. Culture is the enabler of all initiatives.

If a Brand doesn't live on the inside, it can't thrive on the outside.

We believe in relentlessly refining our skills and knowledge, as a team and as individuals.

If you want employees to feel appreciated, you need to celebrate their achievements regularly and publicly.

Culture isn't just one aspect of the game, it is the game. In the end, an organization is nothing more than the collective capacity of its people to create value.

Culture is a way of coping with the world by defining it in detail.

It’s about getting the best people, retaining them, nurturing a creative environment & helping to find a way to innovate.

We have a culture where we are incredibly self critical, we don’t get comfortable with our success.

One of my fears is being this big, slow, constipated, bureaucratic company that's happy with its success.

I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.

The culture of a company is the sum of the behaviors of all its people.

Company culture is what employees live and breathe every day in the workplace.

Once you have an innovation culture, even those who are not scientists or engineers — poets, actors, journalists — they, as communities, embrace the meaning of what it is to be scientifically literate. They embrace the concept of an innovation culture. They vote in ways that promote it. They don't fight science and they don't fight technology.

You can have all the right strategies in the world; if you don't have the right culture, you're dead.

Over the years we learned that if we asked people to rely on logic and common sense instead of on formal policies, most of the time we would get better results, and at lower cost.

Culture makes people understand each other better. And if they understand each other better in their soul, it is easier to overcome the economic and political barriers.

Culture eats strategy for breakfast

The entrepreneur always searches for change, responds to it, and exploits it as an opportunity.

The biggest challenge was to restore a dying organization, which was losing money, to growth and profitability. The first steps were not: Cutting costs, developing new products and/or services, inventing clever new marketing concepts, or clever advertising! Instead, the first steps were: Rebuilding a culture where all employees were a family, striving for a shared success! The basis for this success turned out to be winning major races again.

We try to have the kind of a culture that doesn’t value excuses in the sense that when you’re supposed to accomplish something, and you’re at a high level, then your job is to accomplish it, in spite of difficulty. And you’re rewarded for dealing with that.

No matter how brilliant your mind or strategy, if you’re playing a solo game, you’ll always lose out to a team.

Create the kind of workplace and company culture that will attract great talent. If you hire brilliant people, they will make work feel more like play.

There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.