Corporate culture of Xinqiao Chemical

Culture is one of the manifestations of a company's core values. It affects many aspects of corporate operations, such as talent recruitment and innovation. Unfortunately, some business founders and CEOs, especially start-up companies, always simply understand corporate culture as work benefits. What's more, some people believe that establishing corporate culture has nothing to do with the CEO, but is something that should be the responsibility of others. 11 business founders from YEC shared 10 misunderstandings about corporate culture construction in their eyes:

1. Welfare = culture

Many start-up founders mistakenly regard Work benefits and recreational facilities are understood as corporate culture. Don’t get me wrong—giving employees ping pong tables and free lunches does make employees a little happier. But this kind of thing cannot always make employees happy, nor can it build a respectful corporate culture for you. You should make your employees feel motivated and valuable to the business, rather than showering them with petty favors. ——Jared Feldman, Mashwork

2. Corporate culture does not come from the CEO

Many CEOs do not realize that a company's culture is closely related to the CEO's performance. Do you often lose your temper with your employees? Then anger becomes part of your corporate culture. Hidden shoes for your employees? Then bureaucracy will become part of your corporate culture. If you want your company to have a great culture, then you have to keep an eye on your own performance. ——Corey Blake, Round Table Compnies

In addition, some CEOs believe that building corporate culture is something that others should be responsible for. But the construction of corporate culture is a matter for everyone in the company. HR is not responsible for cultural construction, and individual employees are not responsible for cultural construction. Business founders must understand that culture construction is the business of the business owner. ——Chris Cansialosi, GothamCulture

3. Employee feedback is not important

Some CEOs do not value employee feedback. They believe that employees’ ideas are not as important as the CEO’s ideas. Although CEO salaries are higher than other positions, if a company does not value everyone's ideas and needs, then the company's culture will be negatively affected. Every employee has his own views and opinions about the company. For a company, establishing a culture of freely sharing opinions can sometimes play a key role in the success or failure of the company. ——Phil Chen, Systems Watch

4. CEO remote working has no impact on corporate culture construction

In the past few years, I have worked remotely in many companies. There are always new things happening at work, and the efficiency when working alone is always lower than when working with others in a team. Working side by side with others is one of the best ways to build company culture. If you have to work remotely for some reason, you should make sure you visit the office at least once every two weeks to communicate with employees. ——John Rampton, Adogy

5. Businesses don’t need culture

Chris Wood from Paige Technologies once said: “Any organization is only a representative of all its constituents; employers must We must diligently build corporate culture. “Products and services can be copied, but people cannot. Your employees dominate your corporate culture, and talent is the biggest differentiator between companies. Some CEOs, especially those of startups, always forget to build corporate culture in the early stages of their business. ——Jason Grill, JGrill Media, Sock 101

6. Corporate culture is the slogan hanging on the wall

Our main business is to help companies in the growth stage build corporate culture . We find that most CEOs always forget the importance of corporate culture.

Culture is not just a manifestation of corporate values, nor is it a slogan hung on the wall, but an ongoing behavior. The company must have its own culture so that existing and future employees can understand the company's style of doing things based on this culture and constantly integrate with the company. ——Susan LaMotte, Exaqueo

7. Companies only need culture after they develop to a certain scale

Many CEOs believe that companies do not need culture until their revenue reaches a certain scale. Culture is needed. The reality is that no matter how much revenue a company has, culture is very important. Corporate culture is closely related to the success of a company. You need to focus on hiring the right people and then providing an environment in which they can thrive. If the talents are not suitable for your company, or your employees have no motivation to work, then there will be no development of the company. ——Sean Kelly, HUMAN

8. Corporate culture has nothing to do with talent recruitment

When recruiting talents, you must choose those who fit your corporate culture. For example, if you run a fashion business, you want employees who are truly interested in fashion. It's good to have employees with different ideas and creativity within the company, but these employees must all have at least one common interest. Only with the same interests can you create a corporate culture that both employees and consumers like. ——Andy Karuza, Brandbuddee

9. Bonuses are the only motivation for employees

After the salary reaches a certain level, most non-sales employees are actually less interested in bonuses Big. Employees need a sense of belonging at work, which is also a corporate culture. You have to constantly make them feel that they are the owners of the company. You need to value their role and praise them in public. ——Justin Gray, LeadMD

10. It’s okay to start building corporate culture later

One very interesting characteristic of corporate culture is that if you don’t start building it early, It will form itself. CEOs need to build corporate culture at every stage of corporate development. The best companies have a corporate culture that aligns with their mission and goals, and all employees know why they work so hard. And if you don't start building the corporate culture earlier, it will form on its own and be out of control. By then, you may gain a corporate culture you don't want.