Build Amazing Cultures Anyone Would Want To Be A Part Of On A Budget

JP George

The business world is abuzz with concern over corporate culture. Successful companies today are cultivating corporate cultures that are supportive of the talents of the people they hire. When most people think about corporate culture, they think about the expensive excesses of companies like Google. There, employees are given fancy gifts, allowed to spend time in lavish resting rooms, and receive huge bonuses every time a special occasion arises. But it doesn’t take a huge budget to build employee appreciation ideas. A great corporate culture can be built on a budget by companies that know how to efficiently allocate their resources. Here’s how to build amazing cultures that anyone would want to be a part of.

Celebrate little victories with creative collectivism

It doesn’t take a mint to celebrate the successes of the people in your office. Whether you’re running a law firm where you need to celebrate trial wins or you’re running a winter coat shop where employees try to meet sales objectives, it’s critical to institute little ways for people to be recognized. Some businesses have gotten very creative by adding a bell in their common area that employees can ring to acknowledge a major success. Making employees feel like their work is valued is a sure way to build the sort of culture where employees are engaged and want to do well for the company’s bottom line.

Even cheap rewards mean a lot to employees

There are software companies out there today that celebrate the end of every project by giving all project members a commemorative t-shirt. The shirts are funny, they recognize the work of the employee, and they serve as benchmarks to celebrate how long the employee has been with the firm. These shirts cost a few bucks each and can be great reminders for the employee of the good things that they have done while with the company. Giving away shirts or other similar items is a great way to celebrate the passage of another project. Without them, companies might be left to just move on to the next thing with the employee not quite knowing whether their contributions are recognized.

Supportive teams can make a difference

Coming to a new environment can be difficult. It can be scary and overwhelming for the person who does not quite know his or her place within an organization. One of the best ways to build a great culture doesn’t cost a thing. It’s all about building teams that can support a person in their transition to the company. There are many ways to build teams that work. If you’ve just recruited a new employee from the Pacific Northwest, for instance, then you might put together a team that has at least one employee from that area. This way, you’ll show your new employees that you care about making them feel comfortable and that you’re trying to build meaningful connections with them. These teams can help ease a person into the difficulties of a new position.

Communication can save you

Putting in a fancy gym might seem like the way to go. Research shows, though, that employees would much rather be in a company where they feel that the leadership is actually listening to their concerns. Some companies have adopted policies where employees and management can have a real discussion on the issues affecting both sides. For instance, one software company has started to use a communication system similar to Reddit, where employees can ask the leadership anything. This helps those individuals feel closer to management and more engaged with what’s going on in the company.

All and all, unique company culture is what drives better employee motivation, engagement, and retention.

For more on effective employee motivation strategies, listen to our experts’ advice in: Are Your Metrics and Incentives Rewarding Complexity or Simplification?


About JP George

JP George grew up in a small town in Washington. After receiving a Master's degree in Public Relations, JP has worked in a variety of positions, from agencies to corporations all across the globe. Experience has made JP an expert in topics relating to leadership, talent management, and organizational business.