Mental Wellness Lives in Your Company Culture
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Slide deck from a presentation for the Ontario Chamber of Commerce’s event, The Business Case for Mental Wellness.
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Mental Wellness Lives in Your Company Culture
- 1. ` Culture & Mental Wellness Presented to: Ontario Chamber of Commerce Tweet at me: @jayking71
- 2. Channel Marketing. Driven. 360insights founding commitment #2: “An unbelievable place to work for team members”. A culture of happiness.
- 3. Channel Marketing. Driven. Intent + resources + action + measurement= happy team - Top 4 Great Place To Work award, 5 years running - Employee satisfaction in excess of 94% - Employee retention of 92% in 2016
- 4. Channel Marketing. Driven. CONTROL The 4 Pillars of Workplace Happiness: Deliver a sense of… PROGRESS HIGHER PURPOSE CONNECTION
- 5. Daily team huddle Quarterly all-hands meeting & social Celebrating holidays, life events together A SENSE OF CONNECTION:
- 6. Quarterly eNPS measurement CEO “Ask me anything” sessions Elected culture ambassadors team A SENSE OF CONTROL:
- 7. Dash-boarding success metrics Manager training/career-pathing Employee review process A SENSE OF PROGRESS: Channel Marketing. Driven.
- 8. Community work Charity fundraising 360 Team Haiti THE PURSUIT OF HIGHER PURPOSE: Channel Marketing. Driven.
- 9. Channel Marketing. Driven. Mental wellness. Mental health.
- 10. Thank You.
Editor's Notes
- Today we’re a team of just over 300 people worldwide, but the business was started late in 2008 by one guy in a room with a whiteboard. Luckily for us, he could see us all in his vision for the company. Founder, Jason Atkins was very inspired by Zappos, the online shoe retailer. He knew that people who are happy in their jobs not only do better work, but actually live better lives. Challenge – as a technology startup, we know that the typical culture is one of overwork; not necessarily harmonious with the goal of having happy people. We knew we had to get super intentional about culture as a strategy; so this was one of his 3 founding commitments, from day one – before the business was even started.
- How we deliver that today is that we have team of what we call Culture Ambassadors, 8 elected plus designated core leadership team of three; one from HR, one dedicated Culture Curator, plus me. We realize you can’t make unhappy people happy, but you can be carefully considered in the way you train, speak and behave. People are enormously affected by their environments and we can be very intentional about the type of environment we create as well. Through all of this, you begin to form a mainly unwritten cultural, sort of tribal agreement amongst the team – this is how we treat each other; this is what it means to work at 360insights and so on. Mental health, for us, is a tacit part of our overall culture strategy. We approach it from a “mental wellness” perspective; meaning that first of all, we want to be a light in people’s lives; an empowering agent to them and if they do choose to leave, they are leaving better off for having worked with us. How’s it going? Here are the results. And this is despite having grown the team by about 430% over the last five years.
- This is how we think about building a culture of happiness – the four pillars of workplace happiness. Sense of connection – do people feel like they are seen? Do they feel bonded to their teammates and to serving the goals of the company? Sense of control – do they feel empowered and that their work has meaning or do they feel like each day is a fire drill and they are the just the firehose? Sense of progress – can they see daylight from where they are sitting today? Do they see an appealing future for them at 360? Higher purpose – when the going gets tough, can they take comfort in knowing that their work is serving a higher purpose? These inform how the culture ambassadors plan our year and they are also the basis for measuring the potential value of new initiatives.
- Sense of connection is the pillar that tends to get the most energy. Background image is our annual culture book – a themed yearbook we publish recapping the previous year’s adventures together. We have been growing incredibly fast and we don’t want to compromise the culture that has enabled that growth along the way so we need to keep people connected. REFER TO BULLETS This also includes special events such as sports outings, ski trips and other social events.
- Nobody wants to feel anonymous at work, or like they are just a cog in a machine. Is everybody here familiar with Net Promoter Score? We measure employee net promoter score each quarter to check the temperature on how we’re doing on that founding commitment. Alongside the eNPS, we collect different types of surveys such as the recent survey to check in on how our core values are resonating with the team. As a values-driven organization, we want to make sure the values have meaning and that people feel like the values are truly helping to steer the ship. CEO answers the eNPS questions in a public forum such as the daily huddle, all-hands meetings or internal videos.
- A big measure we’ve been trying to get right here is we have been experimenting with different ways to render each department’s success metrics in real time on a screen visible to everyone in the area (see over the bearded guy’s shoulder) We want people to feel like they can grow as the company grows – we support outside training and education, as well as providing inside training such as manager training for advancing team members and a personal values exercise that helps people determine their top 3 core values and how they may or may not be living them through their work and the rest of their lives. Employee review process is still iterative, but we are looking to harmonize the important elements of accountability for performance and real results alongside encouraging life goals, intrapreneurship and how each person lives the company values.
- Our third founding commitment is to make a difference in the world. This might be my favourite – even as one of Canada’s award winning top places to work, there are simply still times when one may be having “a bit of a day.” Earth Day 2017 in the background – over 40 people, including the CEO and his family, at 9AM on a Saturday and collected over 100 bags of trash. Charity work – as a company we have worked with Pencils of Promise, charity:water, NewStory.org but even more importantly, we get behind the causes of our team members. Last month we had the Barista Takeover, where 360 team members who are former Starbucks baristas whipped up special coffees and treats to raise money for another team member’s favourite charity, Fancon Anemia. A few weeks ago it was National Grilled Cheese Day and so a small team put together our 2nd annual Cheese Loueeze, raising about $300 for our CEO’s Haitian scholarship fund. Speaking of Haiti – we have been working with a school there, helping them to build up a BPO business. Gone from employing 10 of their students to currently 55. Changing lives – feeding their families, paying rents, buying cars, going to university. Generating opportunity. If you like, Google 360insights Trade Not Aid to learn more. Serving a higher purpose helps people get outside themselves and channel their energy into making the world better.
- So are we getting it right? We still have people go on stress leave. We still have to get better at mental first aid. We know that the way we interact with each other as a team will continue to evolve but we don’t think that one day we’ll just “get there.” We believe that if we keep working with focused intent and letting the pillars of workplace happiness inform what we do, we’ll know that we’re doing the best we can. We hope that by empowering people, helping them understand how to live a values-based life and offering them higher purpose, we are contributing to their mental wellness. As I said earlier: we want to be a light in people’s lives; an empowering agent to them and if they do choose to leave, they are leaving better off for having worked with us.