Team members have to get used to a lot of change at a growing tech company — change in technology, change in office size, and even change in management. But not everything has to change. Some things, like the mission, vision, and culture of the company, can and should remain intact.
How do startups maintain those elements in the face of growth? Establishing team-driven internal initiatives are a great place to start. Some companies aid the local community, while others host events across the world that unite their global teams. We spoke to four Chicago tech companies to learn about their unique traditions and to understand how those practices preserve their cultures as they scale.
IMC Trading works to keep its culture strong by bringing people together. Head of HR Melissa Banek said the trading firm actively encourages team members to meet with their peers, not only in Chicago but also through trips to its other international offices, to share ideas and get to know each other. This creates a shared camaraderie and the company’s culture is all the stronger for it.
What qualities define your company culture today? And what is a company tradition team members love?
Our culture is collaborative, supportive and encourages team members to challenge themselves. We work together amongst teams both locally and across different regions to achieve our goals. People are given loads of support either through ongoing professional development or from their manager or mentor. And no day is ever the same – people are constantly challenged to solve problems that take IMC to the next level. We also believe wholeheartedly in giving back to the community and try to make an impact on society by supporting various charity organizations locally and internationally.
We also celebrate success. One of our favorite traditions is our annual, weekend-away trip that the whole company is invited to attend. This is a chance for all employees to get to know each other and have some fun outside of the working environment. This year, we are off to Las Vegas in October and the excitement levels in the office are really high.
New hires attend our semi-annual global traineeship where everyone learns the same curriculum and gets to know others in the organization.”
What are some steps you’re taking to stay true to that culture as you grow?
We have always been a transparent organization and it is imperative that communication remains of the utmost importance as we grow. We ensure communication is always flowing — via our company-wide deep dive sessions that highlight our vision, monthly updates, and team and one-on-one meetings.
I am often traveling to the Sydney and Amsterdam offices to help keep our culture consistent across locations. We ensure there are similar communication channels to disseminate information, technical and professional training that is rolled out globally, as well as the ability to travel to the other offices on short-term secondments, trips or even transfers. Additionally, new hires attend our semi-annual global traineeship where everyone learns the same curriculum and gets to know others in the organization.
Paylocity’s CEO Steve Beauchamp said a key part of how the payroll and human capital management software company maintains its spirit is by taking full advantage of internal resources. From tapping their teams and clients to help build core values to using their own software to connect staff — Paylocity tries to maintain a self-perpetuating cycle of success.
What qualities define your company culture today?
We have worked hard to define our culture with feedback from employees, partners and clients. Our company values are: growth fuels opportunity, live the reputation, think next generation, earn it every day and be unbeatable together. These values are embedded in everything we do, including new hire orientation, employee recognition programs, promotion decisions, and performance reviews.
We have to stay true to our history and the strengths of our organization that have led to this level of success. At the same time, we are focused on evolving the company as we grow. We really feel that this encapsulates who we are today and the key element of our culture we need to foster to continue maintaining Paylocity as a great place to work for our employees.
We have to stay true to our history and the strengths of our organization that have led to this level of success.”
What are some steps you’re taking to stay true to that culture as you grow?
We have a very open and transparent culture where we continually seek feedback from our employees on how we can improve. We leverage our product to connect employees across different departments and locations, as well as share knowledge, recognize each other and recruit and develop talent. We call this “drinking our own wine” or DOOW. DOOW allows us not only to drive our culture but also gather ideas and feedback from our employees before new products are launched to our clients.
We think it is really important that our team understands our goals and objectives and knows how they can contribute to them. With more than 3,000 employees in a number of offices across the country, and many employees that work from home, we use our technology platform as the number one way we keep people connected so that we can maintain a great culture as we grow.
Through a dedicated internal program, Cisco Meraki helped Network Support Engineer Jeremiah Harris develop the skills he needed to get promoted to his ideal position. But Harris said the cloud-based IT service provider also fosters a culture of togetherness through a number of initiatives that help those outside the organization as well.
What qualities define your company culture today?
Cisco made a commitment toward making the office a place that anyone of any background can feel comfortable in and its inclusive office reflects that. It also creates an environment where people work hard but have fun as well. The quarterly “Happiness Trips” facilitate a great deal of team bonding and are just one of many incentives that people look forward to. My team recently took a trip to a Cubs game and had an amazing time.
I love that my colleagues are invested and involved in each other’s professional development. I came to Cisco in an entry-level support role with no networking background and was recently promoted to a network engineer. To get there, I spent months studying with the network engineers through an internal program that was created to provide pathways to other teams at Meraki. With the help of my colleagues, I was promoted in just under a year. The support from them was a big part of my push and is entrenched in the culture here.
I spent months studying with the network engineers through an internal program that was created to provide pathways to other teams at Meraki.”
What are some steps you’re taking to stay true to that culture as you grow?
One of the most amazing aspects of working for Cisco is the culture of helping your fellow colleagues. I embody this value by working with several internal employee resource organizations that are committed to developing Meraki staff beyond their professional development, such as Meraki Gives.
Meraki Gives, founded in 2014 and brought to the Chicago office in 2018, is focused on helping local nonprofit, educational and community groups gain exposure to the Meraki offices and technology. Meraki Gives is committed to partnering with the community organizations by hosting events for area high schools and nonprofits, coordinating volunteer opportunities, and building relationships between Merakians and local community members.
Now the Meraki Gives program is part of the employee experience at all Meraki locations across the globe. We utilize video and team chat services to stay in constant communication, and encourage cultural, personal and professional development for every team. We’re excited to see where Meraki Gives will go and are grateful for a company that encourages a program like this to exist.
Audio-branding agency PHMG works hard to ensure its global network of team members stay united around a number of principles. Head of Business Development Kevin Foley said it’s important that employees rally around participating in a shared company culture, having fun in one another’s company, and helping communities across the world. Foley shared the approaches that PHMG takes towards reaching these goals.
What qualities define your company culture today?
The PHMG culture can be best defined by three things: passion, hard work and continuous improvement. These are the qualities inherent in all of our staff, and in the way we operate. We’re passionate about what we do, we always give our all and we strive to keep on improving in every way we can. This extends from our day-to-day work to our fundraising through the PHMG Foundation – a charitable initiative we’re equally passionate about that strengthens our team spirit and allows us to give back.
When it comes to traditions, our company events are some of the most important to us – and the Summer Soirée and Winter Wonderland are hugely loved and anticipated. On top of this, we celebrate the holidays with gifts for all our staff, honor our longest-serving members with a commemorative watch on their 10-year anniversary, and will soon be marking the 21st anniversary of the company in a number of exciting ways.
Communications are of utmost importance to us to keep everyone informed and ensure every member of our staff shares in our unique culture.”
What are some steps you’re taking to stay true to that culture as you grow?
We’re proud to have staff located throughout North America, Australia and the UK. Therefore, communications are of utmost importance to us to keep everyone informed and ensure every member of our staff shares in our unique culture. Day-to-day, this is done through regular email communications and our dedicated intranet, which is updated with details of all our company news and events. Twice a year, we also send out our company magazine “Sound Bites” — a 100-page publication that’s created by staff, for staff, and packed with content and input from our employees.
Global events are also an important way we share our culture and every holiday season we host the Global Santa Dash and Toy Appeal that staff across the world take part in. In addition to raising money and donations for the PHMG Foundation, this is an important way of uniting our teams for the best causes.
