For Digital 22, the Culture Code defines what we believe in, what we do and how we work with people internally and externally. It's a way of formalising our DNA and the soul of the company so it becomes the backbone of how to act at work.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers
This document outlines the core values of the company Soundstripe. It provides 10 core values that guide the company's decisions, including providing genuine customer care, confronting challenges with optimism, maintaining a light work environment, striving for growth, honest communication, a focus on continuous improvement, prioritizing the company mission over strategies, humility, a focus on quality over quantity, and an emphasis on completing work rather than seeking perfection. It also discusses the company's culture of flexibility, self-care, and adapting to constant change as a growing startup.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
Building A Strong Engineering Culture - my talk from BBC Develop 2013Kevin Goldsmith
This is the keynote talk I gave at the BBC Develop conference in London, UK in November of 2013. In it I talk about what I believe makes a strong engineering culture, how to protect it if you have it, and how to fix it if you don't. I use a lot of examples from Spotify (where I am a Director of Engineering). As usual, I go a bit light on the bullets, since I prefer to talk, but I think you can still get the gist of my points.
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
Rock Content is a global company in the digital marketing space and a strong culture is the foundation of our company.
This is our Culture Code, a document where we put into words - and images - the principles that helped us become a global company with common values across all of our offices.
This document outlines the culture code and vision for a company called Sigaria. It emphasizes that the company strives to be a place where employees are proud to work and where they feel their purpose is supported. The vision is to be the world's most valued procurement network and to connect, inspire, and support customers. To achieve this vision, the company aims to remain memorable for great products and service, hire ambitious and respectful talent, coach employees, encourage debate and ideas, and reward results over hours worked. The document expresses gratitude and hope that employees will enjoy being part of the company's journey.
DoYouBuzz est une startup avec une culture unique.
Découvrez là ici en verson originale (avec gif animé) : https://docs.google.com/presentation/d/1laFA4KzgiwNea7VrnxKp2dUuVF288WB7F2v4g1G1Sg8/pub?start=false&loop=false&delayms=3000&slide=id.g378a1fac6_0128
Description of STRV's values and specific interview questions to ask. This guide is shared with all people involved in the recruitment process. It's simple and straightforward.
[DevDay2019] Things i wish I knew when I was a 23-year-old Developer - By Chr...DevDay Da Nang
Christophe will talk about what he's learned from his almost 20 years of experience in the IT industry, and his career and training advice for the upcoming generation. This include his personal experiences, what motivates him everyday, and hopefully may help you define your path to “success”. This is not about any specific technology.
This document provides an overview of the values and principles of Mindera, a technology company. It emphasizes that Mindera operates collaboratively with no hierarchy, and that all employees are responsible for the well-being of their team. Employees are encouraged to be authentic, think independently, and embrace change. Decisions are made through consultation rather than a top-down structure.
As a UX designer, Joe Bond is interested in using peer-to-peer mentorship as a primer for creating inclusive, active local design communities. He talks about his own experiences in creating communities to meet and learn from people that are solving meaningful problems in a variety of design disciplines and methodologies.
This document provides information on interpersonal skills and effective communication. It discusses the importance of communication skills, leadership skills, teamwork skills, and networking skills as key components of interpersonal skills. It provides tips on how to skillfully listen, praise, critique, and thank others. Some of the tips discussed include smiling, remembering names, making others feel important, and developing an attractive personality through acceptance, approval, and appreciation of others. The document recommends practicing interpersonal skills daily and reading books on topics like people skills, dealing with people, and leadership to further develop these important professional abilities.
11 things you won't learn in business schoolSandeep Joseph
The document provides 30 pieces of advice for business school graduates from various individuals' perspectives. Some of the key advice includes: outsiders can see opportunities others miss; what you study matters less than gaining confidence, networks and skills; life may take winding paths so keep learning; and people buy from people, not products alone. The advice emphasizes learning from diverse experiences, forging your own path, being kind to others, and respecting that there are many ways to succeed beyond a traditional business education.
Career Advice for Advertising, Design, Marketing & LifeJulie Kucinski
Those who may have not done (enough) teach.
Gave this presentation to a class at the University of Minnesota and quickly realized I really wrote it for myself! Friends and co-workers liked it so here it goes.
What do you think?
Apologies to the many Flickrites - all the images are theirs and they are fabulous, but I lost the links. If your image is here, please tell me, I'd love to attribute it!! Thanks for reading, look forward to feedback.
Tradify has a strong, supportive culture that values its employees. The document outlines that Tradify's culture is defined by friendly, approachable people who work as a close-knit team with a shared vision. Employees feel comfortable, supported, and able to learn and grow. They are motivated by the meaningful work and opportunity to help build something new from scratch in a relaxed, inclusive environment.
14 OpenOakland Leadership Hacks for 2015Phil Wolff
How do you lead software teams where everyone is a volunteer, can't commit for long periods, and new people join all the time? Here are 14 leaderships hacks we use at http://OpenOakland.org at our civic hack nights. We build apps that make the lives of Oaklanders better and help Oakland City Hall innovate. Over pizza.
The document discusses why we should think of new ideas and be creative. It argues that thinking of new ideas can help drive innovation and make the world a better place to live. It provides several techniques for generating new ideas, such as rewording problems from different perspectives, taking breaks to allow ideas to form, and learning from others. While having ideas is common, successfully implementing ideas like many great people have done takes dreaming many ideas but focusing effort on a select few. Being curious, experimenting, and thinking creatively can help transform the world.
The document provides tips and strategies for effective networking. It aims to illustrate that networking is natural, beneficial, and can be easy. It discusses how to prepare for networking events, start conversations, build rapport, work a room, and network in different settings. The overall goal is to increase one's circle of influence and open doors to new opportunities through relationship-building.
The HuB is a creative incubator and community space in Sarasota, FL that brings together entrepreneurs to develop new ideas and businesses. It provides workspace, resources, and support to founders through brainstorming sessions, mentorship, and a collaborative environment. Rather than focusing only on commercializing ideas, The HuB aims to foster creativity and innovation. Rich Swier, the founder, believes in an organic process where talent is attracted to projects they're passionate about. He also stresses the importance of failing fast and pivoting when needed. The HuB helps advance Sarasota's culture and economy by nurturing the arts and creative industries.
ripplemark Egypt's 'Be A Good Person' Culture Code Omar El Sabh
We're ripplemark Egypt, a 'Self-Learning Digital Organization'.
As an agency, we truly believe that an organization with a strong culture is an organization that can thrive. Culture aligns everyone on norms, values and motivations that become the driving force of a group. Culture is how everyone should act with no supervision.
This document discusses culture in teams and organizations. It defines culture as a set of shared values, behaviors, and rituals. Core values are important to define the team's identity and purpose. Rituals are needed to support the values and promote collaboration. As the organization grows, the culture may become more complex and need to adapt to changes like remote work. Maintaining rituals and communication helps a distributed culture stay cohesive.
Work style tech culture code 202106 reviewGustavo Dore
This is our company, Work Style Tech, code of conduct. If you are considering joining our company, you should take a look at it first. It also helps to guide our team in terms of values and directions. Hope most of you like it. =)
Slido Culture Code - mission, values and beliefsSlido
We have lived by our values from day one. But as the team grew, we decided to put our values and culture code together officially.
So here it is. This is who we are, why we exist and what we believe in. Thank you Zoom, Slack, Netflix and many others for inspiring us on our journey.
Do you have a culture code? What are your thoughts on ours?
Let us know at culture@slido.com. We’d love to hear from you.
The document provides a detailed vision for the author's business and life by December 31st, 2017. The author's mission is to inspire people to embody their true selves and create the lives they want through her businesses WP Rockstar, Wanderlust, and Project X. She feels proud that her life and work embody her core beliefs in embodiment, equality, and freedom. The author also details how she will continue to help clients, travel the world, spend time with family and friends, volunteer, and stay healthy and fit to fully realize her vision.
This document discusses content that marketers can create to help sales teams. It begins by explaining that previous content focused on attracting traffic but not converting leads. It then discusses pivoting content strategies to focus more on decision-stage leads by creating content like price guides and product comparisons. The rest of the document provides examples of content ideas that can be created, such as case studies, testimonials, how-to guides, and specifications, that can help sales qualify leads and have informed conversations with customers. The key takeaways are to start with content focused on the end of the buyer's journey, provide instantly qualified leads, and choose multi-purpose content that delights customers and aids sales.
Hannah Churchman discusses how using HubSpot can help remove friction in sales processes by notifying sales teams about warm leads through workflows, allowing salespeople to chat with leads and personalize those conversations, setting up revisit notifications to follow up with leads, and educating sales on using HubSpot to have a single source of customer information. HubSpot can lay the groundwork for streamlined sales by facilitating handoffs between marketing and sales teams.
The document discusses how to create and optimize advanced workflows. It defines a SMART workflow as one that is measurable, personalized, connected, aligned, and optimized. It provides examples of making workflows measurable by setting goals, personalized by considering a contact's journey and behavior, connected by linking workflows together, aligned by notifying different teams, and optimized by automating processes. Tips are given on testing workflows effectively and maintaining an overview of all workflows.
The document summarizes Dan Tyre, an employee at Hubspot and serial entrepreneur. It provides background on Tyre's experience founding five startups since 1983 and current roles as a mentor, advisor, blogger, speaker, author, and angel investor. The document also includes graphs showing the most and least trusted professions and an example of establishing company goals with a mission, strategy, key initiatives (plays), targets, and potential omissions for a sample athletic sock company called M-Spot.
The document discusses how to plan blog titles that meet SEO needs and attract readers. It outlines a 5-step process: 1) use titles that show knowledge by asking questions or using stats/benefits; 2) tie the title and content together to meet SEO needs; 3) use contextual language that appeals to the target persona; 4) optimize titles within character limits and ensure they match the content; 5) use actionable, intriguing, and emphatic language in titles to entice the persona. The overall process involves focusing a content campaign, researching keywords, and planning a set of optimized titles that balance these five areas.
Slides from the May 18 Manchester HUG discussing Smart Reporting with Brian Gallagher from HubSpot, and Topic Clusters with Rikki Lear, Director of Digital 22.
Talks from Rikki at Digital 22 and Kristin from HubSpot.
Firstly, all the new product releases from HubSpot at Inbound 17.
Secondly, an overview of the GDD process.
This document discusses inbound marketing and HubSpot. It begins with an introduction to inbound marketing as a strategy driven by how consumers have changed to be more informed online. It explains how inbound focuses on thought leadership through content rather than interruptive tactics. The document then introduces HubSpot as an inbound marketing platform that integrates marketing, sales, and CRM tools. It outlines how to get started with inbound marketing, including developing buyer personas, attracting visitors with content across channels, converting leads, and helping sales close deals with marketing support.
This document summarizes a HUG (HubSpot User Group) meeting agenda focused on aligning sales and marketing using an inbound methodology. The agenda includes introductions, discussing the inbound sales methodology, aligning sales and marketing processes, and a Q&A. Key discussion points include how to define and pass high-quality leads to sales, ensuring sales understands the inbound process, and automating reminders and workflows to maximize relationships between sales and marketing. The overall goal is to help sales and marketing work together to solve prospects' problems through an aligned inbound strategy.
ResponseTap is a service that allows companies to track online customer journeys from first click to phone call conversion. It provides dynamic phone numbers on websites so customer interactions across digital channels and phone calls can be connected. The service shows data on phone calls in a dashboard including the original digital marketing source. This helps companies attribute digital spending to phone inquiries and sales. It also integrates with tools like Google Ads and Hubspot to further analyze return on investment from phone conversions.
This document outlines an 8-step content marketing strategy framework for lead generation. The framework includes setting company objectives and benchmarks, defining target personas, conducting topic and keyword research, mapping the buyer journey, planning content aligned to this, executing content across multiple channels, and reporting on key performance metrics and ROI. The goal is to drive traffic, leads, and customers through a strategic, data-driven content marketing approach.
This document provides statistics on blog post performance including average readership of 1,578 views and top performing posts ranging from 1,010 to 6,793 views. It also shows the average views across the top 5 posts is 3,301.
This document summarizes the HubSpot Ads Add-On, which allows users to create, measure, and optimize ad campaigns directly within the HubSpot platform. It provides examples of customers who significantly increased their key metrics like visits, conversions, contacts and marketing qualified leads by over 70-225% after using the add-on for 4 months. The add-on streamlines ad campaign setup, automatically tracks conversions and ROI across networks without separate tracking codes, and provides optimization tips to help users improve over time. It focuses on ads that extend the reach of useful content and help more prospects find relevant information.
Mark talk at the Manchester HUG event about:
Subjective v effective design
6 Weapons of Influence
GDD (Growth Driven Design)
Growth Hacking
Conversion Rate Optimisation
UX Design (User Experience)
Presentation given by Avril Murphy of Hubspot at the Manchester HUG event focusing on:
1. Reviewing a buyer persona
2. Looking at Hubspots personas
3. Refreshing your personas
4. Rookie mistakes
I did this talk to business owners in September 2015. It explains what SEO and why it is important.
I have add some annotations in green boxes, these explain in more depth some of the points I spoke about.
12 Crucial Employee Recognition Ideas for Large Companies.pptxVantage Circle
Boosting employee morale and retention is pivotal for large companies. Discover 12 innovative and effective employee recognition ideas tailored for big organizations to appreciate and motivate their workforce. From personalized awards to company-wide celebrations, these strategies help foster a positive work environment and enhance productivity. Dive into creative solutions such as peer-to-peer recognition programs, milestone celebrations, employee of the month initiatives, and more. Learn how to implement these recognition ideas seamlessly into your company's culture, ensuring every team member feels valued and appreciated. Enhance your corporate culture and drive employee engagement with these practical and impactful recognition methods.
The Essential Role of Allied Health Professionals in Modern Healthcareemilybeth521
Explore the vital role of allied health professionals in healthcare. Learn how they support patient care, enhance efficiency, and bring specialized skills to diverse medical settings.
The "Teacher - Fully Editable ATS Resume Template" is a meticulously designed tool aimed at educators seeking to make a significant impact in their job applications. This template is crafted with precision to cater to the unique needs of teachers, ensuring it highlights their qualifications, experience, and skills in a manner that stands out to hiring committees while remaining compliant with Applicant Tracking Systems (ATS).
Understanding the competitive nature of the educational sector, this resume template incorporates a clean and professional layout that not only grabs attention but also facilitates easy reading and quick information retrieval. The design is modern yet classic, balancing aesthetic appeal with functional efficiency. The structure is intuitive, guiding the user to fill in relevant sections with ease and ensuring that every critical aspect of their professional profile is prominently displayed.
At the top of the template, a clear and concise header provides space for the teacher’s name, contact information, and professional summary. This section is designed to make a strong first impression, succinctly conveying the educator's career goals, teaching philosophy, and key achievements. The professional summary allows for a brief but impactful introduction, setting the tone for the rest of the resume.
The subsequent sections are logically organized to showcase the teacher’s educational background, certifications, teaching experience, and professional development. Each section is formatted to meet ATS requirements, ensuring that essential keywords and phrases related to the teaching profession are prominently featured. This enhances the likelihood of the resume passing through automated screening processes and reaching human reviewers.
The educational background section provides ample space to detail degrees obtained, institutions attended, and honors received. Adjacent to this, the certifications section is formatted to highlight teaching credentials, state licenses, and other relevant qualifications. These sections are vital for establishing the teacher’s foundational knowledge and formal training in education.
The teaching experience section is the heart of the resume, offering a structured format to detail previous positions held, responsibilities undertaken, and achievements accomplished. This section encourages the use of bullet points for clarity and impact, allowing potential employers to quickly gauge the teacher’s expertise and effectiveness in various educational settings. Emphasis is placed on quantifiable achievements and specific examples of student success, classroom management, curriculum development, and innovative teaching methods.
Additionally, the template includes sections for professional development, where teachers can list workshops, seminars, and courses attended to further their skills and knowledge.
Unskilled Jobs In USA With Visa Sponsorship 2024 - Apply Now.pdfChristopher Jordan
In 2024, the job market in the USA continues to offer numerous opportunities for unskilled workers from around the globe. These roles, often found in essential industries, are critical to the functioning of the economy and provide a gateway for many to enter the American workforce. One of the most crucial aspects for foreign workers seeking these positions is securing visa sponsorship, which allows them to work legally in the United States.
Understanding Unskilled Jobs
Unskilled jobs typically require minimal formal education and limited specialized skills. Examples include roles in agriculture, hospitality, construction, retail, and cleaning services. These positions are essential for maintaining various sectors and often come with on-the-job training.
Visa Sponsorship Explained
Visa sponsorship means that an employer is willing to sponsor a foreign worker for a visa, ensuring they can legally work in the USA. For unskilled workers, the most relevant visa types include the H-2A (seasonal agricultural work) and H-2B (non-agricultural work). The application process involves the employer proving the need for foreign workers due to a shortage of local labor.
Top Unskilled Jobs with Visa Sponsorship in 2024
Agriculture and Farming: Seasonal work on farms, including planting, harvesting, and livestock care.
Hospitality and Tourism: Positions in hotels, resorts, and restaurants, such as housekeeping, kitchen staff, and maintenance.
Construction and Labor: General labor roles in building and infrastructure projects.
Retail and Customer Service: Jobs in stores, warehouses, and call centers.
Cleaning and Maintenance: Roles in various settings, including office buildings, schools, and hospitals.
Eligibility Criteria
To qualify for unskilled jobs with visa sponsorship, candidates must meet basic requirements such as age, health, and sometimes experience, although many positions provide training. Employers must demonstrate a need for foreign workers and that hiring them won’t negatively impact the local job market.
How to Apply
Finding these jobs typically involves:
Researching companies that sponsor visas.
Crafting a compelling resume and cover letter tailored to unskilled job positions.
Preparing for interviews by understanding the job requirements and showcasing a willingness to learn.
Challenges and Opportunities
Unskilled workers may face challenges like language barriers, cultural adjustments, and potential exploitation. However, these roles also present opportunities for career growth, skill development, and a pathway to permanent residency. Many have successfully transitioned from unskilled positions to more skilled roles, leveraging their experience and hard work.
Conclusion
Unskilled jobs with visa sponsorship in the USA provide a valuable opportunity for foreign workers to gain employment and build a future in America. Despite the challenges, the rewards and potential for growth make these roles highly sought after.
In the fast-paced business world, optimizing HR operations is crucial. This blog explores how organizations can uncover hidden value within legacy HR systems and transition to advanced Human Resource Management Systems (HRMS). Discover the evolution of HRMS, best practices for data migration and system integration, and the benefits of modern HR solutions in enhancing efficiency, employee engagement, and data-driven decision-making. Embrace the future of HR management and unlock your workforce's full potential.
2. ● Do what you think is best..
● Be accountable.
● Communicate properly.
● Respect other people.
● Support your colleagues.
● Keep getting better.
● Be considerate.
● Clean up after yourself.
● Enjoy the ride.
Digital 22
Culture Code
Digital 22 Culture Code
4. Digital 22 Culture Code
The atmosphere in the office. The way
you feel about your colleagues. How
people treat each other. It comes from
the approach and attitude people
choose to have.
And it’s whatever you make it.
What is
Culture?
5. Digital 22 Culture Code
Yours and the people around you.
It’s everybody’s.
Whose
Culture Is It?
6. For Digital 22, the Culture Code defines what we
believe in, what we do and how we work with
people internally and externally. It's a way of
formalizing our DNA and the soul of the
company so it becomes the backbone of how to
act at work.
It's an addition to our Core Values and also a bit
different.
This is based on feedback from across the whole
team and what’s already helping to create a
happy, productive, successful business.
What’s a
Culture Code?
Digital 22 Culture Code
7. To help nurture the special culture that exists as we
continue to grow and expand in size.
If we all work together and share the culture, the
impact is completely positive, even when we have
differences.
Basically, it helps people be sound with
each other.
Why Do
We Need It?
Digital 22 Culture Code
8. Because employee happiness and everybody
enjoying themselves at work is the main reason
the company was started. It’s what we’re all about,
to be honest.
And it shows when we win awards like
Employer of the Year.
Why Does
Digital 22
Want It?
Digital 22 Culture Code
9. The website, SlideShare, company
WiKi, Shared Drive and some
printed copies around the office.
Where Can
You Find It?
Digital 22 Culture Code
10. Core Values cover everything we do and
what we’re working towards.
This Culture Code is about how
we act towards each other and
the office.
How is This Different
to Our Core Values and
Mission Statement?
Digital 22 Culture Code
11. For guidance. As a reminder. As
something to always aim for.
So we end up with an amazing
culture to work in.
How Should
You Use It?
Digital 22 Culture Code
12. Dharmesh Shah, HubSpot Co-Founder in
the HubSpot Culture Code
“Culture happens. Whether planned
or not, all companies have a culture.
Why not make one we love?”
13. Colleen O’Sullivan, Senior Director of
HubSpot Customer Success
“We hire adults. We don’t expect or
want to be on your shoulder the
whole time checking up on you.”
14. “Culture matters so much because
we all spend a lot of time here and
we should enjoy it.”
Rikki Lear, Director
16. Digital 22 Culture Code
Following these statements will
help to make sure we have the best
culture possible, we’re happy and
we’re achieving the Core Values.
● Do what you think is best..
● Be accountable.
● Communicate properly.
● Respect other people.
● Support your colleagues.
● Keep getting better.
● Be considerate.
● Clean up after yourself.
● Enjoy the ride.
Digital 22
Culture Code
17. Digital 22 Culture Code
Here’s what they mean and
how they’re applied.
● Do what you think is best.
The best for Digital 22, the best for your growth, the best
for your colleagues and the best for your client. Without
taking advantage.
● Be accountable. Because we’re all adults, we should own
up to what we need to.
● Communicate properly. Speak to people with respect
and be a good listener. And there’s no need to gossip.
● Respect other people. Their time, their work and their
ideas
● Support your colleagues. Like a family, be there for each
other and the favour will be returned one day.
● Keep getting better. We’re #1 in Europe but we can all
learn. Learn from your mistakes and help others learn
from theirs (and yours too).
● Be considerate. Remember you’re in a shared space
and how you behave impacts people around you.
● Clean up after yourself. If you don’t sort it, you’re leaving
it for somebody else to do it for you. From overdue tasks
to cups and plates on the drainer.
● Enjoy the ride. Being the best is hard work, embrace
it and celebrate whenever you can.
The Statements
Explained
18. INTERESTING: The most common
words used in the survey which
shaped the Culture Code were:
“help”, “other” and “people.”
This shaped the Culture Code Statements.
19. SIMILAR: Those words are very similar to
our Mission Statement:
“To help clients and each other grow.”
This shaped the Culture Code Statements.
23. The best for Digital 22 because that builds long
term success.
The best for your growth because that’s the root
to achieving happiness.
The best for your colleagues and they’ll do the
same for you.
And the best for your client because they pay
the bills.
But this covers everything from “Should I revisit
that bit of work because I think it could be better?”
to “I can see the bin is full, should I just empty it?”
Do what
you think is
best.
Digital 22 Culture Code
24. Positive Examples:
● Researching your own solution.
● But asking for help when you
really need it.
● Choose the most impactful
option.
● Dealing with a problem as soon
as you see one, big or small.
Digital 22 Culture Code
Do what you think is best.
Negative Examples:
● Trying to do it all on your own.
There’s no need to be a hero.
● Asking a colleague for a solution
before you ask the internet.
Do your bit.
● Doing something with no
impact. Your time could be
better spent.
● Hoping problems will just go
away. They won’t.
25. YOUR QUOTES:
“Let’s all work to the best
of our ability and lead the way
in marketing.”
“Get the best out of one another…”
“Help to the best of their
abilities…”
“Having everyone’s best interest
at heart…”
“Try your best…”
27. Be
Accountable
Digital 22 Culture Code
If we all do that, everything runs smoothly.
From results and overdues to other stuff.
‘Other stuff’ people mentioned includes
keeping the office clean and tidy (including
putting things away) and solving problems
quickly before they become a big deal.
Problems can mean both personal and
professional.
28. Digital 22 Culture Code
Be Accountable
Positive Examples:
● Owning your mistakes.
● Hitting your deadlines.
● Moving work along the
production line on time.
● Finishing tasks and making sure
they’re complete.
Negative Examples:
● Passing the blame.
● Always having overdues.
● Not passing work to people when
you’re supposed to.
● Leaving tasks unfinished.
29. YOUR QUOTES:
“If you mess up then own it (shit
happens).” “Own your screw ups...”
“Take responsibility…” “Take equal
responsibility…” “Accept
responsibility…” “It is your responsibility
and your kitchen but not just your
kitchen.”
31. Communicate
Properly
Digital 22 Culture Code
Speak to people with respect and be a good
listener. Listening is probably the most
important bit because it stops the other
person feeling ignored.
And never talk people down behind their
backs. “Don’t bitch” and “don’t gossip” were
mentioned in the survey responses. A lot.
Nothing good ever comes of this. It makes
people unhappy and the whole culture
suffers.
Just be a sound person.
32. Digital 22 Culture Code
Communicate Properly
Positive Examples:
● Respecting the other person’s
opinion even if you don’t agree.
● Being open and honest.
● Listening and asking questions
until you truly understand.
● Being properly ‘in the room’
instead of chatting on Slack or
thinking about your next
meeting.
Negative Examples:
● Talking down to people.
● Bitching or bad mouthing
somebody behind their back.
● Assuming you know everything
during a conversation.
● Gossiping. If somebody gossips
to you, they’ll gossip about you.
33. YOUR QUOTES:
“Listen well… sharing a problem
is a good way to solve it.”
“Communicate well and efficiently.”
“Listening to one another.”
“Always listen to others…”
“Listen and remain open-minded.”
“Don’t bitch or gossip.”
34. AND SOME MORE OF YOUR QUOTES:
“If you ever have an issue, talk it out rather
than bitch or moan to someone else.”
“Don’t bitch about each other.”
“Don’t gossip.”
“Don’t bitch.”
36. Respect
Other
People
Digital 22 Culture Code
Their time is just as important as yours - how
we work is truly a team effort.
This means their work is just as important as
yours too, from the most senior to the most
junior position - we all rely on each other.
And what else always deserves respect is
somebody else’s ideas. Without this, creativity
and innovation dies… and then we’re just
another boring office.
And respect that other people are using the
same office as you. Be a sound person to work
next to.
37. Digital 22 Culture Code
Respect Other People
Positive Examples:
● Realising everybody feels stress
and has pressure.
● Understanding that your
colleague might be snowed
under.
● Empathising with their situation.
● Being on time to meetings. The
little things matter.
Negative Examples:
● Thinking your job is more
important than somebody else’s.
It isn’t really.
● Expecting unrealistic turnaround
times on tasks. It’s not fair.
● Not including people. Grow up
and be adult.
● Hogging things like music
playlists or the pool table. Share
the wealth.
38. YOUR QUOTES:
“No one should feel like
they can’t contribute.”
“Treat others how you’d
want to be treated.”
“Respect everything.”
“Respect other people’s time...”
“Respect their opinion.”
“Respect the facilities.”
“Respect that people work
differently.”
40. Support Your
Colleagues
Digital 22 Culture Code
Be there for each other and the favour will be
returned one day. Okay, less cheese...
Your teammate could be under pressure from
a client or having a rough time at home. Be
there for them and they’ll do the same for you
when you need it.
Supporting your colleagues can also be as
simple as doing your job on time. This means
they can crack on without fuss.
It can also be as simple as asking if they’re
okay and being a good friend.
41. Digital 22 Culture Code
Support Your Colleagues
Positive Examples:
● Asking how you can help, even if
it’s just getting them a brew.
● Include people if you see them
sat on their own.
● Suggesting ideas and solutions
that might help.
● Doing the best job you can so
that people can rely on you.
Negative Examples:
● Not offering your skills or time
when they’d help.
● Ignoring people’s questions or
queries.
● Not replying to emails.
● Not completing work when you
were supposed to or said you
would do.
42. YOUR QUOTES:
“Be helpful and supportive.”
“Being a support system for work
and personal things.”
“Be aware if you think someone
might need help.”
“Have each other’s back.”
“Don’t gossip.”
“Don’t be afraid to accept help.”
“Help, support, educate and guide.”
44. Keep Getting
Better
Digital 22 Culture Code
We’re all human and make mistakes - the key
is to learn from them.
Learn from them and help others by sharing
your new-found knowledge.
Also help others learn from their mistakes too.
Finally, being Partner of the Year makes us a
target to beat for every other agency. If we
stand still we are actually moving backwards.
Keep learning all the time.
And try to be a better person to work with.
45. Digital 22 Culture Code
Keep Getting Better
Positive Examples:
● Trying new things, ideas and
ways of working.
● Share what you learn with
everybody else.
● Go the extra mile whenever you
can.
● Improving what the company
already does, no matter how
small.
Negative Examples:
● Doing things the same way you
did a year ago.
● Not training and learning new
things.
● Not pushing yourself - the best
things happen outside your
comfort zone.
● Expecting people to fix things for
you.
46. YOUR QUOTES:
“Always try to learn something
new.”
“Everything can be improved.”
“We learn and grow - sometimes
you win, sometimes you learn.”
“Knowledge is king.”
“Empower colleagues to innovate…”
“Learn from colleagues.”
48. Be Considerate
Digital 22 Culture Code
Remember, you’re in a shared space and how
you behave impacts people around you. This
means everything from how much you chat
to how smelly your dinner is.
You might be working on an easy task, but
what about your colleague a few yards away,
can they concentrate?
Maybe somebody is doing a new task for the
first time. Help them out or don’t distract
them.
Or it could be as simple as inviting a new
starter to come to the chippy.
49. Digital 22 Culture Code
Be Considerate
Positive Examples:
● Only eat food in the kitchen,
that’s what it’s there for.
● Arriving on time to meetings. It’s
basic manners.
● Including people who want to be
involved.
● Apologising when necessary.
Own up to messing up.
Negative Examples:
● Not tidying up mess that you’ve
created. Who else is gonna do it?
● Inviting people to meetings who
don’t need to be there. It wastes
their time.
● Excluding people from chats or
anything else. This isn’t primary
school.
● Ignoring the fact you’re
impacting other people.
50. YOUR QUOTES:
“Don’t be a dick.”
“Be courteous when it comes
to using the facilities.”
“Make a welcoming atmosphere
at all times.”
“Respect each other.”
“Be mindful of each other.”
“Be tidy.”
“Respect that people work
differently.”
52. Clean Up
After Yourself
Digital 22 Culture Code
Literally.
If you don’t sort it, you’re leaving it
for somebody else to do it for you.
And why should they?
But this counts for everything from
overdue tasks to leaving your
washed plate on the drainer.
Drying and putting stuff away was
mentioned a lot in the survey. And
we mean A LOT.
53. Digital 22 Culture Code
Clean Up After Yourself
Positive Examples:
● Emptying the bin when you can
see that it’s full.
● Drying your things and putting
them back in the cupboard.
● Fixing mistakes in your work
instead of letting somebody else
do it.
● Making sure you aren’t a blocker
to other people.
Negative Examples:
● Leaving things on the drainer.
● Not taking ownership of mess
you see in the office.
● Letting other people finish or
correct your work.
● Holding up other people starting
their work.
54. YOUR QUOTES:
“Clean up after yourself.”
“Take responsibility.”
“If you see something
needs doing, just do it.”
“Leave things as you’d
want to find them.”
“Wash your shit, dry it,
put it away.”
56. Enjoy
the Ride
Digital 22 Culture Code
We’re officially the best HubSpot Agency in
EMEA. Getting there was hard work. Staying
there is even harder.
Nobody has been in this position and it’s all
new. Not every decision will be correct and we
don’t know what will keep us #1.
What we do know is that it won’t be what
we’re doing now. Things will change.
Embrace it. Celebrate the highs and know the
lows will pass. Don’t be moody and shout up if
you’re struggling. Let’s have fun.
57. Digital 22 Culture Code
Enjoy the Ride
Positive Examples:
● Celebrating the wins, big and
small. Together.
● Remember bad days happen.
● Socialising with your colleagues
because we’re all real people.
● Seeing mistakes as a chance to
learn. Shit happens. Get over it.
Negative Examples:
● Blaming others when things
don’t go right.
● Not sharing your stresses or
taking things to heart.
● Not engaging with the Digital 22
team. Don’t become cut off.
● Stewing on mistakes or bad
feedback - dust yourself down
and go again.
58. YOUR QUOTES:
“Smile, have fun, work hard.”
“We learn and grow - sometimes
you win, sometimes you learn.”
“Always try to have a smile
on your face - and talk about
personal things not just work.”
“Get shit done with
a smile on your face.”