Stop Planning Great Culture. Start Living It

Great cultures don’t just happen. And if it’s a startup, you have to make it happen, and it’s worth the effort to start on that first. What kind of culture are we establishing? What makes us so different from other startups? Before I dive-in and answer these questions, let me introduce myself.

I am Aditya G.V, handling the Human Capital at LearnSocial.

I always wanted to do something interesting and be someone who constantly works on culture. Here, it’s the people and everything they do that defines the culture, in turn building the kind of company I want it to be. A widely held myth is that successful organizations are built of stars with a supporting cast, like a sports team. In reality, this model constrains the company from fully leveraging the real contribution and potential of all team members, with less collaboration and more conflict. We wanted to change the way organizations typically work and also the thought process of people related to building great companies. So, from the hiring stage itself we look at the person and see whether he is a proper culture fit in our company. And if someone is not, we don’t hesitate to keep the position open for a longer time. This is because all the Societals, as we call them, are cross-functional and also have that zeal to work inside LS as a team that would deliver path-breaking results, from building products to driving the business.

I believe that accountability, appreciation, productivity, transparency, predictability, progress, and trust between team members and managers mark the best culture. These things not only build a better culture but also allow for a better sense of morale within the employees. On a regular basis, we measure the performance of each and every employee, review them & offer perks in many ways. It is never an objective or subjective evaluation but pure PERFORMANCE only. We’re always testing ways to optimize our people, both in terms of happiness and performance. We never let people be in the same shell or work on the same project. All these things clearly indicate that we maintain the open culture, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions. We also designed a session called Knowledge Melt with the CEO, where all the Societals have to do some knowledge sharing in the areas of….Technology? Arts? Business? Well, about anything. Yeah you read it right and we really do that as it increases the Engagement between them to a greater extent. The office and everything else has been designed in a well-structured way that conversations and meetings related to work or play can happen then and there.

Whatever I have written until now is regarding the hiring practices and other work related aspects. Apart from work, we have Friday15 sessions being practiced which make all the Societals to take a break from the regular work and tackle a challenge as a team in a creative way. Workation is something that we want to implement at LearnSocial. Now what does this mean?? It’s a vacation where you are working. Same hours, same responsibilities as in the office, but they’ll get to do it all from an exotic destination. Like these, we will be having many other things like Vacation Tax where employee has to get exotic food for everyone from office after vacation/trip which would increase the bonding levels in a more personal way. Similarly, State-of-the-company, Starter-kits, Ring the bell, Group Movie Nights, Company Huddles, Lunch and Learn etc.

That’s all for now. Like what we are doing? Like the way we work? Want to know more about how it happens? Keep watching this space as we execute and build a different company. And feel free to write to me on hr@learnsocial.com about anything you want to suggest us on. We will appreciate and implement your best ideas.

-Aditya GV, Human Capital

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