5 Lessons from a Growing Company Culture

Let’s begin with a story: in a municipality on the outskirts of St. Louis about 3 years ago, an ambitious CEO took over a direct marketing company. He had dreams of creating a company culture that went unmatched throughout the land and inspired employees near and far. He believed in the idea of creating enjoyment and fulfillment at work and he began his mission by reading heaps of books to educate himself and his loyal subjects. From there, he implemented programs, encouraged associate-run committees and scheduled monthly activities to keep his people happy, healthy and engaged. And everybody lived happily ever after. The end.

Well, not exactly. However, most of the above tale is in fact true, and it’s something we are very proud of here at Gabriel Group. Although our company culture is relatively young and still growing and developing every day, we’ve already learned some important lessons along the way. Continue reading below to take a look at some of our favorite takeaways we’ve picked up so far throughout our journey.

  1. Insert buzzword here: Transparency

We know, we know…we’re sick of hearing it too. “Transparency” has become overused and beat to the ground when it comes to culture building, but as cliché as it has become, it’s still vital to keep in mind. Closed doors and office whispers are no way to promote trust and pride in an organization – so break the pattern and stop letting it happen. One way Gabriel Group combats this is by holding a weekly All Company Meeting every Monday morning in order to get everybody together in one place where we discuss financials, upcoming events and company news. Most importantly, leadership opens the floor to anyone who wants to contribute or ask questions. Creating this environment on a weekly basis has made a massive difference in associates feeling heard, valued and a part of the bigger conversations.

  1. Actually commit to your core values

There is a good chance that all of us have been a part of an organization at one point or another who spouts language around their core values – but at the end of the day, it seems like hypocrisy is missing from the lineup. And hey – nobody is perfect, including us. However, this major disconnect can lead to huge issues if not addressed properly, including turnover, resentment and potentially total business collapse. At Gabriel Group, our core values (Warrior Spirit, Servant’s Heart and Fun-Loving Attitude) are a part of daily conversations when it comes to our business practices, successes and especially our failures. Let your core values truly be your guiding path – even if it’s scary – and believe us, it is. Holding ourselves accountable is a daily struggle, but worth every second when we can look back and see the exact road that led us to where we are today.

  1. Celebrate, celebrate, celebrate

Come visit Gabriel Group for a day and you’re sure to hear at least one person say, “When’s the next party?” We take Fun-Loving Attitude seriously when it comes to commemorating accomplishments, holidays and especially each other. From Thirsty Thursdays to 12 Days of Christmas and monthly Associate Appreciation Luncheons, we make it a point to bring all of our associates together and take time to simply enjoy what we do every day. The result? Associates who celebrate you back. Whether it’s on Glassdoor or in our “What’s On Your Mind?” opinion box, we receive amazingly positive feedback about the efforts we put forth to make Gabriel Group a great place to work. And don’t forget the bonus of having fun at work every single week without fail!

  1. Differentiate between perks and culture

A big mistake companies can often make is focusing too much on flashy perks while ignoring the way employees feel day to day in their positions. Many times, updated office spaces, unlimited beverages and Ping Pong tables can shroud larger bottlenecks that are plaguing an organization’s culture. The fact of the matter is is that free beer doesn’t create open lines of communication between departments, just as good intention doesn’t automatically increase revenue. Be deliberate about what you offer to your people and make sure you’re not sending mixed messages between the extras you provide and the culture you are fostering. Some perks at GG include a one-month sabbatical after 6 years, one paid volunteer day a year and the ever-popular free popcorn in the breakroom (sometimes less really is more).

  1. Never underestimate the power of giving back

Research shows that more and more job seekers, particularly millennials, value prospective employers who make a conscious effort to give back to their community. Of any tips or tricks that you take away from this article, pay attention to this one. Gabriel Group participates in an internal Pay-It-Forward program where each year, associates vote on one local nonprofit organization to raise money for. Our goal has continued to increase to $15,000 for this year’s nominee, Missouri Veterans Endeavor. More than luncheons, activities or new initiatives, it’s safe to say Pay-It-Forward fundraisers are everyone’s favorite part of our culture at GG. The generosity we see from our associates when it comes to giving back to our partner organizations every single year continues to blow us away. Point blank: buy in to charitable giving and you can’t go wrong.

Our story here at Gabriel Group is not unique or uncommon – but what we do know is that it’s special to us. The last few years have been irreplaceable as we have found our footing and have continued to progress towards the culture we aspire to grow here at GG. The biggest lesson we can share with you is short and sweet – enjoy the ride. There will be amazing ups and there will be disheartening downs, but if your heart is in the right place to create a place where everyone is excited and proud to be, your happily ever after might not be as far off as you might think.

To learn more about GG’s culture, call us at (314) 743-5700 and ask for Kelsey!