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The meaning of culture varies from person to person. Often, it is described as a way of life in a society. It can also be defined as a set of beliefs and values held dear to a group of people. Teamwork is an important and active aspect of an organization’s culture. You can think of company culture as what different teams in your organization value most and what sets them apart from other companies. For your team to collaborate effectively, you need a strong company culture. At ParallelScore, we define culture by the behaviours, language and actions we use. It is also evident in how we act with each other at work, with our products, with our customers, and in our communities.

Culture can be cultivated consciously like a skill or it can be practised as something innate. By allowing culture to take its own course, there cannot be any assurance that it will take the right path. Therefore, you need to create a culture that aligns with your values, purpose and goals. The ParallelScore culture and business model stem from a simple idea: create an environment where everyone feels safe and comfortable. The philosophy also affects our hiring processes, benefits package, and management philosophy. Letting everyone speak their mind helps us move forward in constructive ways. A positive work environment is something that our company has valued since its inception, and it distinguishes us from other companies. 

While still a startup, an organization is carefully building its tribe and creating a culture that will drive productivity for a long time. Low engagement, poor productivity and poor health are all consequences of poor company culture. Having pleasant workplace benefits encourages employees and increases productivity and retention. Aside from acquiring experience and upskilling opportunities, these are what attract people to teams and organizations. Building a company’s culture is not an easy task and requires a lot of bracing up. Although we do not have all of the answers to many culture-related questions, we were able to gain a footing with time after an arduous process. Below are a few insights we gained along the way that might help you. 

How to build a sustainable company culture

  1. Define your company’s culture: It begins with defining a clear mission and vision for the company and making sure employees align with the mission and vision. It is important that you define, develop, and enact a culture that reflects the core values of the organization. Consider the following questions when identifying your culture and expectations: What do we represent? What drives our consumer’s behaviour and why should they care about what we do? In order to foster a collaborative and creative culture, it is essential to identify clear objectives and a vision for the future.
  2. Identify and build on your strengths: Take advantage of your strengths to build a solid company culture. Authenticity is the key. Avoid being someone you are not by creating a culture that matches your brand identity in your company. You are unbeatable on your own soil. There is no one who can do it better than you. If you try to build a culture around something you are not, you might fail. Values-based culture is key to any organization’s success. The things you have to do instinctively will come easily to you, and you will be thoroughly accustomed to them. In ParallelScore, we value integrity, honesty, fairness, transparency, and trust. 
  3. Build a strong team: Who are your people and why do you work together in order to achieve your goals? To build a company culture that best works, it is essential to build and bond with your team. We’ve built a flexible and adaptable team at ParallelScore. We consider every employee an equal and so every individual has a voice to express their opinions. In this way, all team members have a chance to influence projects and procedures as well as contribute ideas and express their opinions or concerns. We reinforce trust and inclusivity through fun activities that foster team bonding.
  4. Communicate your culture: Everyone on your team needs to understand your company’s vision and core values. You should create a clear path for your employees to follow in order to achieve their goals. We communicate our company’s culture through various mediums to emphasize its importance. We discuss our vision and mission statement during onboarding sessions and we still remind our employees about our goals. They are encouraged to take risks and try new things, which fosters their creativity and innovation.
  5. Create a culture of trust in your organization: To foster trust, it is essential to have candid, uncomfortable conversations with your employees. It involves engaging in individual and group communication early and often and directly addressing any workplace issues. People should feel comfortable coming to you with any questions or concerns. Be open to listening, empathizing and asking tough questions. Whether it’s age, race, gender identity, national origin, sexual orientation, or disability status, a person that feels that their organization is not treating them fairly will never trust your organization. In addition, employees deserve to know their contributions are valued.
  6. Integrate a culture of transparency: What is the value each employee brings to the company you might wonder.  Never forget great culture is built on open and transparent approaches and these are imperative when it comes to achieving set goals. It involves creating and maintaining beliefs and behaviours of open and honest communication among individuals. With weekly meetings and regular communication centred around transparency, you can establish the tone of your business. As a founder or leader, it is your responsibility to convey important company information honestly so that employees will be inspired to do the same. Whenever possible, communicate openly and establish regular one-to-one conversations with your employees to determine the best direction for your company. At ParellelScore, there are certain days when members of our company hold a demo day to showcase accomplishments. This is another good opportunity to discuss important issues. 
  7. Establish clear expectations: Employees in specific roles are expected to understand the importance of their work and what they can do to achieve the best results. When employees see how their work contributes to a larger picture, they are more likely to work towards achieving these objectives. Make sure you give employees ample time to answer your questions without interrupting, ignoring, or glossing over their responses. Additionally, it is crucial that your employees are committed to meeting their expectations, and that you both are on the same page. 

In conclusion, the best companies are built from a foundation of shared values. Values such as humility, selflessness, respect, and responsibility are the bread and butter of any successful company culture. They are the heart of your company. They set the stage for everything that follows. 

We hope you find these tips helpful, just as they have been to us. If you have additional suggestions or ideas to offer, let us know. For more articles, visit our insights page

Amaka Odozi

Author Amaka Odozi

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