{"id":1943,"date":"2017-06-22T22:13:34","date_gmt":"2017-06-22T22:13:34","guid":{"rendered":"https:\/\/www.lafosse.com\/?p=1943"},"modified":"2025-07-18T15:41:32","modified_gmt":"2025-07-18T15:41:32","slug":"how-to-maintain-culture-in-a-high-growth-environment","status":"publish","type":"post","link":"https:\/\/www.lafosse.com\/insights\/how-to-maintain-culture-in-a-high-growth-environment\/","title":{"rendered":"How to maintain culture in a high growth environment"},"content":{"rendered":"<h5>Keeping your company culture alive in times of change is a challenge for businesses at all stages. And it\u2019s a challenge that our team at La Fosse is all too familiar with. We\u2019re a people-focused business, and one of the UK\u2019s fastest growing companies. Treating people well has been at our heart from the beginning and it still remains our cultural focus. But it has taken commitment, resources and a few learning curves along the way.<\/h5>\n<p>La Fosse hosted an interactive workshop on how to maintain culture in a high-growth environment, led by consultant Dominic Monkhouse. Bringing together talent professionals from across the industry spectrum, including fintech start-ups and coffee chains, the group shared their experiences, challenges and questions.<\/p>\n<ul>\n<li>Should culture be organic or communicated?<\/li>\n<li>How can you change culture without losing heritage?<\/li>\n<li>How do you know when to review your culture?<\/li>\n<li>How can you drive culture when you are offshore?<\/li>\n<li>How do you keep culture alive through management layers?<\/li>\n<li>How do you template it at the beginning to prepare for scale?<\/li>\n<\/ul>\n<h2>Why is culture important?<\/h2>\n<p>Culture is a key component of a company\u2019s worth, along with talent, management systems and capabilities. Staff who are engaged tend to give more for less pay and are happy to do so, compared to employees doing the bare minimum. That\u2019s why companies with Best Companies star ratings tend to outperform the FTSE. Creating a good culture means you can grow your business without hiring people and you won\u2019t have high staff turnover.<\/p>\n<p>With this in mind, Dominic shared his advice on evaluating, creating and maintaining successful cultures within organisations like Rackspace and Microsoft.<\/p>\n<h3>Evaluation<\/h3>\n<h4>Look for evidence<\/h4>\n<p>Give new employees a notebook on their first day and ask them to write down observations. It could be as simple as the boardroom marker not working. A broken marker is a sign that no one in the business cares. If an employee really cares about your business they\u2019ll find a solution to any problem, even if it isn\u2019t theirs to fix.<\/p>\n<h4>Get an outsider perspective<\/h4>\n<p>If you want to understand your company culture, use a fresh pair of eyes. Have a prospective employee come into the office for a day and observe how the team talks about the business.<\/p>\n<h4>Get an insider perspective<\/h4>\n<p>Survey apps like Peakon, The Culture Amp, Officevibe and TINYpulse will help you find out what your staff really think and provide some external benchmarks.<\/p>\n<h2>Creation<\/h2>\n<h4>You have to create it<\/h4>\n<p>If you don\u2019t dedicate time and resources into creating your culture, you\u2019ll end up with a culture you don\u2019t like that won\u2019t work for your business or your people. Create three memorable doing words that set you apart when you create your company culture. And when you do this, ensure you keep your company purpose in mind.<\/p>\n<h4>What is your business purpose?<\/h4>\n<p>What three values make you distinct?<\/p>\n<h4>Look to your customers<\/h4>\n<p>Your profits will come from 10% or less of your customers. So it\u2019s important to ensure you\u2019re creating a culture they buy into as well. People tend to pick companies to buy from because they\u2019d like to work there themselves.<\/p>\n<h4>Managers don\u2019t motivate<\/h4>\n<p>You can&#8217;t manage and motivate people, you can only create the environment. Managers need to create the context and empower employees to motivate themselves.<\/p>\n<h2>Maintenance<\/h2>\n<h4>Create a culture lead<\/h4>\n<p>Maintaining the culture shouldn\u2019t sit with one particular team, but you do need an individual within the organisation to drive it. Give this individual ownership, but make sure they don\u2019t have to do all the work. It\u2019s a team effort.<\/p>\n<h4>Shout about it<\/h4>\n<p>Communicate it in your office space, and weave it into your everyday processes. If you put it on your office walls, anyone who walks into your building will know what the company is about immediately.<\/p>\n<h4>Don\u2019t let rules ruin it<\/h4>\n<p>Businesses often react to growth by creating rules and processes, which can make the culture spiral. If you really do need rules, explain why they are there, why they are important and how they benefit the team.<\/p>\n<h4>Remember 150<\/h4>\n<p>According to the Dunbar number, the maximum number of people you can have a relationship with is 150. Organisations of 150 and more risk their people losing connections to other people in the business. Consider dividing the business into smaller units that operate together.<\/p>\n<h4>Your office facilitates it<\/h4>\n<p>Your office is the biggest physical manifestation of your culture and there are some easy fixes to help maintain culture when it&#8217;s expanding.<\/p>\n<ul>\n<li>Regular desk moves help build relationships with people outside your team<\/li>\n<li>Strategically placed coffee machines force people to talk to each other<\/li>\n<li>Unplanned collisions get people talking \u2013 make people bump into each other<\/li>\n<\/ul>\n<h4>Hire cultural fits<\/h4>\n<p>People spend 2% of their time recruiting and 75% managing their recruiting mistakes. A great culture attracts great people so build this into your selection process along with skills and experience.<\/p>\n<h2>\u200bFeedback<\/h2>\n<p>&#8216;It was a thoroughly engaging and thought provoking session &#8211; lots and lots of actionable tips and tricks. 100% satisfaction.&#8217;<\/p>\n<p>&#8216;Great to spend some time thinking and talking about company culture.&#8217;<\/p>\n<p>&#8216;Excellent &amp; thought provoking with useful takeaways.&#8217;<\/p>\n<p>&#8216;A useful insight into the &#8216;possible&#8217; without boundaries.&#8217;<\/p>\n<p>Further reading material:<\/p>\n<p>For further information on creating a culture that works for your business, Dom recommends the following reading material:<\/p>\n<ul>\n<li>The Happy Manifesto, by Henry Stewart<\/li>\n<li>Organisational Culture and Leadership, by Edgar H. Schein<\/li>\n<li>The Value Profit Chain, by James L Heskett, Leonard A. Schlesinger, and W. Sasser<\/li>\n<li>The Human Side of Enterprise, by Douglas McGregor<\/li>\n<li>Messy, by Tim Harford<\/li>\n<li>Give and Take, by Adam Grant<\/li>\n<\/ul>\n<h3>About Dominic Monkhouse<\/h3>\n<p>Dom is a consultant, business coach, non-executive director and chairman helping businesses achieve growth in uncertain times. Having worked with clients ranging from Microsoft through t fast-growing SMEs, Dom has a strong record of net new revenue growth. He works with entrepreneurs, business owners and shareholders to achieve growth, while defining and maintaining a culture to attract the right people to drive their business forward.<\/p>\n<p>For more information on attending our next event, contact <a href=\"mailto:claudia.cohen@lafosse.com\">claudia.cohen@lafosse.com<\/a>.<\/p>\n<p>Learn more about the many industry-leading events we host for our clients and candidates throughout the year.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Keeping your company culture alive in times of change is a challenge for businesses at all stages. And it\u2019s a challenge that our team at La Fosse is all too familiar with. We\u2019re a people-focused business, and one of the UK\u2019s fastest growing companies. Treating people well has been at our heart from the beginning<\/p>\n","protected":false},"author":1,"featured_media":2354,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[675,663,684],"tags":[],"class_list":["post-1943","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-building-your-company-culture","category-hiring","category-scaling-and-performance"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to maintain culture in a high growth environment - La Fosse<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.lafosse.com\/insights\/how-to-maintain-culture-in-a-high-growth-environment\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to maintain culture in a high growth environment - La Fosse\" \/>\n<meta property=\"og:description\" content=\"Keeping your company culture alive in times of change is a challenge for businesses at all stages. 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