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Ken

I really like this. In the BEST companies I've worked for they have followed these rules. In the worst ones - you rarely see execs and they certainly never seem like they are telling you the truth. The worst is when you go to all hands and all you get is "spin" with no substance. At that point you know you are in trouble.

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Thanks for the informative post and for actually replying to your readers’ comments. That’s something I don’t see very many blog owners doing and that makes me frustrated. Keep up the good work and I’ll continue coming back here to learn more....

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I really like this. In the BEST companies I've worked for they have followed these rules. In the worst ones - you rarely see execs and they certainly never seem like they are telling you the truth. The worst is when you go to all hands and all you get is "spin" with no substance. At that point you know you are in trouble.

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awesome stuff... especially #19 & 20.

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This is a very comprehensive list with great points made. It also powerfully speaks to the fact that people are motivated by how they are treated. When we respect our employees and give them some autonomy we empower them to perform at their highest potential. When we treat them as though they are subservient dogs they usually perform like dogs and resent the hell out of us and every second that they have to be at their stinking job.

Thanks for the awesome post!!!

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Great post. Succinct and useful. One of the best articles I've read on corporate culture.

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I really like these thoughts about visible and personal leadership.

I truely belive, that leaders who follow these advises 100%, will create a high performance culture where employees gets great feelings of:

significance - that they are cared for and that they are really important to the company, the team and the leader. So important that the leader is willing to spend time at launch with them etc.

connection - that they get to know their leader as a person, and build a relation and trust. It´s esayier for a lot of people, to follow people you know and trust.

certainty - It´s a good way to make sure that every employee knows where we as a company are going, and how he/she can contribute to that. The employee gets to know what kind of performance is expected. When he/she delivers whats expected or more, people will notice!!! - which give them a posibility to grow within the company and thereby feel appreciated.

The big question in my head is: what does is take to make leaders think, feel and act this way?

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Building company culture has become such an important thing these days.
Generally find it's stronger when present from the startup's inception.

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conference attended or major news from a competitor e.g. notes from the road
Personally roll out the values, strategy, and history of the company during a comprehensive employee orientation within the first 90 days.
Attend every company function, event and party as though you are the host
Review every significant communication to ALL and ask your team to review yours before it goes out.
Give a performance review to your direct reports at least twice per year, spending

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This list is something every CEO should see. It puts them on a similar level as all the employees, and shrinks the hierarchy. This is something that will pay off dividends in the long run.

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This is a great post and brings advice that has immediate practical relevance. So, thank you for that.

I'd like to add to this story that the importance of corporate culture does not only relates to the "motivational factor" of employees. Yes, it is true that "Whatever motivates, energizes and inspires your employees to build a big company over the long run, is the culture you are looking for."

But it's also true that, in today's world, your company culture is an important marketing asset. Or as the CEO of Zappos puts it: "brand positioning is the long-term effect of company culture". I couldn't agree more. Corporate culture matters!

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