Company culture is an integral part of any business. From retaining employees to assuring growth, company culture can make or break a business. With 64% of employees feeling like they don’t have a strong work culture, according to a report by TruPath, it’s more important than ever before to make sure your employees feel their voices aren’t muffled under layers of management. The team at LaunchByte instills and exemplifies our company’s culture through 3 important values:
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There’s no “I” in Team: While I firmly believe that executive leadership is cultural leadership, at Launchbyte, we believe team work makes the dream work. We reward employees and empower them to make decisions and take creative risks. This helps us uphold LaunchByte’s unique-factor. As CEO I clearly understand my responsibility to shape and reinforce the organization’s culture to ensure the business thrives while dedicating myself in assuring we are recruiting and growing our talent to feel included and committed to our collective goals.
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We Create Opportunities: We’re motivated by the work that we do and we maintain a humble — yet progressive — attitude. “I create opportunities for career advancement, reward outstanding and proactive work with the things that matter to them, and highlight their accomplishments. Celebrating their successes, whether in front of clients or our internal team, brings out a euphoric feeling and motivates my millennial team to continue performing at the highest level.” Says Tan Kabra founder of Launchbyte and KV Ventures.
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We Ask Questions. Whether it’s for our portfolio or ourselves in the marketplace, in every aspect of this business we maintain a open door policy. One of the most important roles a leader has is creating a positive culture where team members aren’t afraid to take risks or ask questions. “I believe a lot of companies have a faux sense of strong culture or they fall behind in the area because they don’t ask what employees actually want. Wrongly assuming you know what your employees want leads to weaker cultures and unhealthy work environments. My advice? Ask employees what they want before investing in what you think they want. Culture is more than a few bean bags and a ping pong table. While they can appear cool and young, those types of “perks” are rarely used and don’t actually offer much in the culture department. Ask the your team what they need, after all, they’re one of your most valuable assets” says Kabra.
Ultimately, there are two things that employees care about: their own future, and the company’s future. Building a unique, positive culture is one of the best – and simplest – ways to get your employees to invest their talent and future with your company. After all, when leaders are communicative about how individuals fit into the bigger picture, and how they can prepare employees for their next step, team members feel valued, and connected, and are more likely to bring their best self to work which in turn will make your company reach its full potential.