Most of the anecdotes I can recall about changing work place culture are examples of unintentionally changing it for the worse. Has there ever been a high profile positive culture change in a large corporation?
Joel Spolsky wrote an article about companies following the get-big-fast strategy or the grow-slow strategy. One of the disadvantages to the get-big-fast strategy is so many people come on board that any existing corporate culture is overrun. The implication here is that the only way to establish a good culture is to have it established in the founders and grow slowly.
The implication here is that the only way to establish a good culture is to
have it established in the founders and grow slowly.
This is why we should focus on a workplace culture that is not only good, but provably good and provably maintains its good properties (self-correcting if necessary) as the company or organization grows and adds people. The theory of such an organization could be called Friendly Workplace Culture, or FWC.
Most of the anecdotes I can recall about changing work place culture are examples of unintentionally changing it for the worse. Has there ever been a high profile positive culture change in a large corporation?
Joel Spolsky wrote an article about companies following the get-big-fast strategy or the grow-slow strategy. One of the disadvantages to the get-big-fast strategy is so many people come on board that any existing corporate culture is overrun. The implication here is that the only way to establish a good culture is to have it established in the founders and grow slowly.
This is why we should focus on a workplace culture that is not only good, but provably good and provably maintains its good properties (self-correcting if necessary) as the company or organization grows and adds people. The theory of such an organization could be called Friendly Workplace Culture, or FWC.