Let's talk about something that might not be the first thing that comes to mind when you think about the success of your organization but maybe should — your company's culture. While many organizations, including ours, have seen the work environment evolve with hybrid working models and more remote workers, building a company culture where people genuinely want to work together is more important now than ever.
We know the work is an important component — after all, if you don’t like what you’re doing, it’s hard to get yourself out of bed and into the office every day. But we also know the who — who you’re working for and with — is equally if not more important. This is where company culture comes in.
What Is Company Culture?
Merriam Webster defines organizational culture as “the set of shared attitudes, values, goals, and practices that characterizes an institution or organization.” At Two Rivers, we don’t believe culture can be defined by a few words on paper. Nor do we believe that it happens by accident, that it will always stay the same, or that it’s the result of a handful of people on a mission.
We strive to cultivate a culture that everyone fully understands and wants to be a part of (and by cultivating it, we mean going beyond planning a few great events — although, if we’re honest, those might be our favorites!). We make it a point to pay attention to how we act, what we say and do, and perhaps most importantly, how we treat one another. These aspects help our culture thrive.
After more than two decades in the agency world, we understand that a strong company culture has been the foundation of our success. It plays into every aspect of our business — company values, decisions, who we work with, perks, benefits, and so on. They’re all designed to ensure that our associates not only want to work at an agency, but want to work at our agency. We try hard to be the best place to work in our area — we even have associates dedicated to the effort (more on this in a bit). Perhaps most importantly, we actively foster connections and recognize that having a friend at work plays a significant role in shaping our agency’s culture.
Why? Because research has shown time and again that having solid work friendships can significantly increase job satisfaction, engagement, and retention — it’s a win for the individuals and for the agency.
Consider these statistics:
Work Friendships: A Gallup study found that employees who have a best friend at work are 7 times more likely to be engaged in their jobs. Those with close friends at work are also more likely to feel connected to their organization’s mission and purpose.
Well-being and Job Satisfaction: Studies show that having a friend at work increases an employee’s sense of well-being. A LinkedIn survey found that 46% of professionals believe work friendships make them happier at work.
Increased Productivity: According to the Harvard Business Review, researchers at the University of Pennsylvania and University of Minnesota not only confirmed that close friendships increase workplace productivity; they also found out why — friends are more committed, communicate better, and encourage each other.
How To Build Friendships at Work
A big part of coworkers finding good friends and building those relationships is on them — they have to want to reach out and connect with others and then make the ongoing effort. But companies can make it easier by creating a supportive culture.
There’s no science behind it, but here are a few things we do at our agency to help associates build work friendships:
Enable cross-collaboration: Collaboration will naturally take place within small teams — as a result, friendships are likely to form. But you can expand the opportunity for relationship-building by creating a culture where different teams interact or where workers at all levels are asked to participate in future company planning and growth. When you encourage broader teamwork, you build trust among more people, which can lead to new introductions and potential friendships.
Provide time for people to get to know one another: We set aside time for a number of team-building and networking opportunities, including our monthly Lunch Club, agency and team outings that get associates out of the office, our mentorship program, and our Young Professionals group. Also, the last Thursday of every month is Recreation “Rec” Thursday. Sometimes we use a portion of this time to talk about a new charity we’re supporting, but oftentimes it’s simply an hour at the end of the day that’s set aside so associates can congregate, mingle, play games, and just get to know each other.
Create an ambassador program: We help new associates acclimate to our agency when they start by assigning them to an ambassador who knows the ropes. Ambassadors are associate volunteers and are good at helping new hires find people they best relate to.
Develop clubs supporting different interests: We recently started Get Connected Clubs that bring like-mind associates together to pursue their hobbies and passions. Whether it’s cooking, reading, or playing golf, there’s a hobby club for nearly everyone.
Assemble a culture team: The goal of this team is to create a positive environment where people feel supported and valued. The members play a role in shaping and living our culture: keeping it at the heart of everything we do. One example of what the culture team plans and supports is our annual Associate Appreciation Week: a time when we find meaningful ways to connect with each other to show appreciation at all levels.
Keep remote associates connected: A number of our associates are fully remote, so it’s important to be intentional about including them in our activities and events. Engaging them through virtual team-building options and events or with occasional care packages helps them foster relationships and stay connected.
Building a Positive Culture
A culture that values relationships boosts morale and motivates employees, leading to a more vibrant workplace. Friendships form naturally and job satisfaction increases as employees feel emotionally connected. When they enjoy work and their colleagues, they view the company culture more positively. That’s why we think building company culture and devoting time to this goal is a win for our associates and our agency.
And who knows, maybe some of us will find new friendships along the way — we think we’re on the right track to help make that happen. If you’d like to learn more about what we do here at Two Rivers Marketing, be sure to follow us on our social channels or check out our website to learn more about our culture and work environment.
Note: This blog was put together by Julie and two of her closest friends at Two Rivers — Jill VanDerPol and Barry Bruner. For more than two decades these three have shared office space, stories from agency outings and events, laughs at the bar, cheers at dinners, tears of sadness, tears of joy, and so much more. They’re but one example of the many friendships cultivated at our agency.
By Two Rivers Marketing
