As a leader with over 25 years building high-performing teams, I've always sought workplaces filled with laughter, open communication, and true collaboration—places that feel like home. In the 1980s, while working for a frozen pizza brand, I analyzed how district leaders' behaviors shaped their teams' cultures. Promoted to district leader at 26, I applied those insights to cultivate the environment I envisioned, a practice I've refined across my companies ever since.
Research backs this up: Gallup's '2017 State of the American Workplace' report reveals only half of U.S. professionals are engaged at work. Strong company culture fuels engagement, boosting productivity, happiness, and long-term success. From my job searches and leadership roles, I've seen culture as the top driver of employee performance.
Related: 3 Ways I Created a Culture of Passion
Company cultures vary—choose one that sustains your motivation. Here's what I've observed across my career:
In pizzeria operations, competitive environments were stark. Leaders claimed personal victories, fostering cutthroat sales teams obsessed with being No. 1. Underperformers faced firing every 12 months. Thrilling for some, it bred mistrust and fear—43% of employees would quit if competition turned toxic—leading to high turnover.
These leaders prioritized personal life over pushing teams, avoiding micromanagement or competition. The upside: no toxicity. The downside: mediocrity thrived with minimal oversight, rare visits, and superficial rewards like dinners. It lacked true growth or direction—more absence of culture than a defined one.
My preferred model: Leaders prioritize people, visiting all territories equally, supporting teams through challenges, and protecting strong performers. The 'Slack Future of Work Study' shows 91% of employees crave colleague connections. Collaboration builds trust, shared success, and company wins.
As a district leader, I championed this, and for 25+ years, my company has embedded values of integrity, knowledge, care, communication, and commitment—balancing reputation, agent needs, and client happiness. It attracts team players who value collective growth.
Assessing culture starts with an in-person visit. Note workspace vibes: Sterile, impersonal setups signal competition; varied, personal touches suggest collaboration. Listen to chatter—silence hints at tension, buzz at hands-off laxity. Observe front-desk interactions and overall 'vibe'—your gut rarely lies.
Related: How to Improve Company Culture as a New Employee
Follow these three steps:
Trust your instincts. Top hires often cite our office's welcoming 'vibe' as their deciding factor—pay attention, and you'll land where you belong.
