At six years old with about 40 employees, the company is currently in a growth phase, and will likely grow considerably in the next year. Euclid’s director of product, Alexander Reichert, says that the daily lunch hour has been a kind of string that ties the team together.
As the company has grown, according to CEO Alexei Agratchev, it has experienced two “productivity peaks,” where fewer people are doing a huge amount of work. Then new hires are brought on, and the productivity stays about the same for a few months as the growth potential is realized. This can be a frustrating cycle to manage.
Ampush employs about 125 people, COO Nick Shah said, and their level of satisfaction with their colleagues reflects the close relationship he has with his co-founders. In a recent company engagement survey, results showed that 98% of employees who responded really enjoyed working with their colleagues.
CEO Ben Carcio said that it dawned on him one day that his employees would probably enjoy the perks of the job more if they were linked to company goals. One of the most recent incentives that the Promoboxx team earned was half day Fridays for the summer after hitting a revenue goal during the first week of June.
The right way to build a company culture: it’s different for every company, every leadership team, and every squad of employees. CEO Tim Fagan says that when G/O spun off from TEGNA, the strategy to build culture was intentionally developed with just three short, simple values: accountability, quality, and urgency.
SpotHero, an on-demand app that helps drivers find parking spots, is at a turning point in its growth. The company grew from 35 employees to 75 in 2015, and is currently hiring for about 20 positions. The company is working to create policies that will keep everyone engaged and the business moving forward.
In the Street Culture column we launched in 2015, Street Fight began looking more closely at the clever, fun, and smart ways startups in the hyperlocal industry are building culture into their organizations as they scale. No two companies we spoke with were the same, but many are driving their cultures along the same tracks. Based on our interviews, here are the top four culture-focused priorities for startups to address in 2016.
Marketing technology company Connectivity went from a 20-person company to an 80-person company in a year and a half, and it’s poised to continue accelerating. Part of Connectivity’s success stems from fostering experimentation. “We always want to hire people who are entrepreneurs themselves, and let them know that they’re not going to get in trouble for failing,” said CEO Matt Booth.