An actionable plan of culture building basics to ensure resilient, adaptable and high-performance cultures.

1. “CRISIS-PROOF” VISION / BUSINESS PHILOSOPHY1
2
PROCESS SUPPORTED HR PHILOSOPHY3
LOCATION/
ENVIRONMENT5
4 COMMUNITY BUILDING
PERKS6
Foundational Hierarchy of Successful Cultures
TRANSPARENT INTERNAL COMMUNICATIONS

2. EMPLOYEE ROOT NEED ADDRESSED: Employment Meaning & Purpose
ATTRIBUTES: Simple (Clearly articulated); Authentic; Consistent;
Leadership Aligned & Decision-linked; Crisis-proof
IMPLEMENTATION:
• Utilized (and referred to often) as the main touch point for every
major strategic decision (especially difficult decisions)
• Integration into every Leadership Internal Communication (emails,
blogs, presentations, town halls, etc.)
• Explicit communication via Recruitment and On-boarding materials
• External communications tone/messaging (website, social media,
conferences)
“CRISIS-PROOF” VISION / BUSINESS PHILOSOPHY1

3. TRANSPARENT INTERNAL COMMUNICATIONS2
EMPLOYEE ROOT NEED ADDRESSED: Psychological Safety; Control; Trust
ATTRIBUTES: Honest; Authentic; Timely; Consistent; “Change Resilience vs.
Change Aversion”; Employee-led; Story-driven
IMPLEMENTATION:
• Leadership commitment to honest messaging (even when it is difficult news)
• Pre-defined cascading matrix (determined by type of content and needed speed
of delivery)
• Dedicated resourcing to a Communications position (even at start-up stages)
• Defined and robust process/relationships built between Leadership, Legal &
Communications functions
• Bi-annual Enterprise Alignment Meetings (similar to Senior Leadership Meetings)
• Pre-built timelines via a communications calendar with varied structured
methodologies to deliver timely and consistent communications (i.e. Monthly
CEO newsletter, Visual Monitors, intranet, Town Halls, etc.)
• Simple/speedy process for employee-driven communications with efforts to
integrate employee stories, experiences & views

4. PROCESS SUPPORTED HR PHILOSOPHY3
EMPLOYEE ROOT NEED ADDRESSED: Expectations & Accountability
ATTRIBUTES: Parity; Timely; Consistent; Process-driven, Behavior +
Impact-linked
IMPLEMENTATION:
• Competitive and wholistic employee compensation packages (including Equity)
• Competitive and wholistic employee benefits package (w/ focus on PTO)
• Training of ALL employees on behavioral interviewing techniques
• Explicit philosophy messaging via recruitment, on-boarding materials, and continued L&D
materials
• Leadership-championed Rewards & Recognition platform
• Robust and timely severance philosophy and implementation
• Hyper-focused & supportive development training mechanisms (especially for People
Managers)
• An explicit Diversity & Inclusion strategy (process-supported/measurable)
• “Reflective” Performance Management Systems (include HOW criteria, not just WHAT)
• Integration into every Leadership Internal Communication
(emails, blogs, presentations, town halls, etc.)

5. EMPLOYEE ROOT NEED ADDRESSED: Psychosocial / Emotional Safety
ATTRIBUTES: Belonging (not just inclusion); Trust; Empathy
IMPLEMENTATION:
• Programming that champions both internal community building and external
community connection (micro + macro).
• Mixture of both formal and informal events (Ex. Milestone Celebrations vs.
“Thirsty Thursday Trivia”
• Encourage a volunteer employee committee to help create, nurture and grow
organic networks / host unique events
• Explicit confidence and connection building aspects of onboarding process
(Ex: New Hire company intro emails, Ambassador programs, etc.)
• Formalized Mentoring Program
• Communication avenues to share employee interests/stories
• Life event acknowledgments (Birthdays, births/adoptions, retirements, etc.)
• IF BUDGET AVAILABLE: Creation of a Charitable Giving Committee
4 COMMUNITY BUILDING

6. EMPLOYEE ROOT NEED ADDRESSED: Psychosomatic Safety
ATTRIBUTES: Authentic; Values-aligned, Safe/Secure, Diversity Accessible,
(Natural Light if available)
IMPLEMENTATION:
• Alignment of locale/space with vision, mission, values alongside access to
pipeline talent
• Safe/Secure Access (Badge entry)
• Appropriate mix of private and collaborative working spaces
• Proactive review (and/or creation of) “inclusive work environments”
(Introverts vs. Extroverts / Disability accommodations/ Ergonomic &
Wellness accommodations, etc.)
• Branding integration through color, wall decor, furniture, etc.
ENVIRONMENT5

7. EMPLOYEE ROOT NEED ADDRESSED: Play / Fun / Peace of Mind
ATTRIBUTES: Authentic; Values-aligned; Employee-centric (but not necessarily
tied to work), Budget-appropriate
IMPLEMENTATION:
• Lifestyle-linked reimbursement as not associated with Benefits package
(Education, pet insurance, parental resources, onsite massage, etc.)
• Regularly hosted “free food & drink” events / healthy food vending
machines
• Dedicated “play-area” if space available – (puzzles, games, foozball,
etc.)
• Professional Membership reimbursement
• Sabbatical programming
• Employee Committee to submit relevant and creative opportunities
PERKS6

8. “CRISIS-PROOF” VISION / BUSINESS PHILOSOPHY1
TRANSPARENT INTERNAL COMMUNICATIONS2
PROCESS SUPPORTED HR PHILOSOPHY3
LOCATION/
ENVIRONMENT5
4 COMMUNITY BUILDING
PERKS6FundamentalRequirement
Critical
“NicetoHave”
Foundational Hierarchy of Successful Cultures