Humans are inherently social animals, which made 2020 one of the hardest years in living memory, especially for the closely-knit teams of small startups. Thankfully, the year is ending on a high note in Australia with infections stopped after some painfully long lockdowns and the borders reopening. Victorians will celebrate the start of 2021 by… Read more »
Ansarada has created a culture which works for us, but when culture doesn’t work, it can cause a company to crumble before it’s even off the ground. To put it bluntly, culture is fundamental to survival.
Carsales CIO Jason Blackman said the Melbourne company has sought to maintain the startup ethos it set out with upon launch in 1997.
Dan Siroker is the founder of Optimizely, the number one tech platform for testing and experimentation.
Looking to take its company culture to the next level as it scales up is Airtasker, which recently appointed Mahesh Muralidhar as its new Head of People Operations.
Queensland startup iRecruit works along the central idea that people are more than just a resume or a number, and businesses need more than just a ‘skill’ fit: it looks to ensure that the right fit is made on the first go.
Culture should not be created as a marketing strategy; it should engage employees and create shareholder value
A culture should not being used as a shiny sales or marketing strategy, but as a fundamental new way of conducting business on a daily basis. A culture should be designed to both actively engage employees around the world and create shareholder value.
An Australian app called 6Q allows employers to choose a set of six existing questions or write their own to give to their employees each week in order to track their engagement and satisfaction levels.
For quite some time, the idea of company culture was an illusive fantasy I just couldn’t quite understand.
I knew well enough to know it wasn’t yoga at lunch, or ping-pong at morning tea. But I never really knew what it actually was and why it mattered, until I read a blog post by Ben Horowitz dubbed Programming Your Company Culture.
We knew from early on that to build a great business we had to bring aboard the best people. But talented people are often more attracted to big companies with big salary packages. So the challenge wasn’t “How to get more money to pay staff”. Heck, in those days we could barely pay ourselves. The challenge was “How can we create something here, that they’ll never get over there?”