Culture: are you doing it right?

Culture - The ideas, customs, and social behavior of a particular people or society.

The culture of a company is fast becoming a candidate’s biggest priority in their job search, and it’s understandable when companies like Netflix have publicly listed their culture deck.

To give you snapshot, it incorporates the ‘Seven Aspects’ of their culture:

"Seven Aspects of our Culture

  -  Values are what we Value

  -  High Performance

  -  Freedom & Responsibility

  -  Context, not Control

  -  Highly Aligned, Loosely Coupled

  -  Pay Top of Market

  -  Promotions & Development"

Netflix has opened up to both the pros and the cons of working for them, in their own words: “We aren't right for everyone”. This open statement represents something that many employers fear in their quest to please everyone:

"Our High Performance Culture - Not Right For Everyone

Many people love our culture, and stay a long time

  -  They thrive on excellence and candor and change

  -  They would be disappointed if given a severance package, but lots of mutual warmth and respect

Some people, however, value job security and stability over performance, and don't like our culture

  -  They feel fearful at Netflix

  -  They are sometimes bitter if let go, and feel that we are a political place to work

We're getting better at attracting only the former, and helping the latter realize we are not right for them"

The fight for talent is happening now and if you feel you're losing you probably already are. 

This goes both ways, I might add. You can create the best culture and hire the best people but be prepared to outlay your expectations of such a culture. High performing teams will thrive and function under this direction, as long as the leadership message is consistent and has the bigger picture in mind.

You don't have to be a FTSE 100 or Fortune 500 company to fund this type of culture either. It isn't about putting the financial backing into it, but more about supporting your people to be the best possible version of themselves. 

If you operate within a small company you have the freedom to create the culture from top to bottom. If you are one person within a larger corporate culture you can still create a high performing culture. 

Choose to recruit people that compliment each other and have a firm belief in (and commitment to) your team succeeding.

So, how do you inspire your people?

Richard Branson and the Virgin group are advocates of the three P's: Purpose, Passion and Performance.

Ask yourself:

     1.  Does your company have a purpose and/or give your people purpose? 

     2.  Does your company inspire passion from your people? 

     3.  Does your company value your people's performance, big and small? 

If you are doing two of the above, you’re above average!

But what if you knew the market’s expectations, and what your competitors were doing?

To give you, and the rest of the market, an idea of what ‘good’ looks like I have developed a survey to compile this valuable data. If you’re interested in taking part in, and receiving the results of this survey, please email 

By Matthew Gunn
Executive Finance appointments - South of England


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