I want to add value to your life even if you don’t use my formal services. This is a place to read about thought provoking questions, hear people’s stories, and get my take on some career search best practices. I hope you find it useful.

Culture Is Not An HR Problem


A company’s culture is an organic, fluid idea that’s used to capture the holistic health of a company. A company with a strong culture will be shown in how well the teams collaborate, the average tenure of an employee at a company, and how safe an employee feels to speak their mind. It is not measured by revenue and profits or leads generated, and benefits and salaries do not dictate it.

Culture can even be different in one department versus another. Your marketing department could be really struggling (for any number of reasons - creative differences, lack of structure, inability to distill your brand to a simple message) while your sales team is in a healthy groove (each person feels they’re making an impact, understands what they’re selling, and feels supported by their supervisors).

To improve culture, most leaders turn to the Human Resources (HR) department, likely because they think the key driver of culture is the quality of talent a company can hire. Because HR has such a large hand in hiring, they tend to own culture problems as well. It’d be unfair to say that culture is not affected by HR policies, but culture mostly ends up being dictated in the monotony, chaos, creativity, and thrill of the every day. Culture is defined by the collective employee base and driven (mostly) by managers and executive leadership.

This isn’t to say HR and Culture aren’t related. Creative implementation of Human Resources policies can go a long way to boost your company’s culture. That’s why companies offer fitness reimbursals, free car washes, haircuts, 401k matching all help create a platform for good culture. Don’t stop offering those perks.

I help facilitate processes that surround the “every day.” Good culture requires a more systematic and people-centric approach than an HR specialist can provide, and few companies have specific people dedicated to this. Once you learn and implement the processes, maintaining them is easier.

The first place I start with every company is communication. Do your employees understand why the company exists? More often than not, the answer is “no.” Simply creating alignment around your company’s “why” is one of the fastest ways to turn your culture around. With everybody working toward the same vision you establish unity which makes structure and processes much more manageable. I’ll help you create a compelling statement that will resonate with your employees and help you communicate it.

From there, I help build out organizational structure and processes to create offices that are structured enough to facilitate focus and sufficiently relaxed to induce creativity.

Unfortunately, most companies wait until a company is on the verge of crumbling to do a deep dive into their culture. I strongly urge you to get ahead of the problem before it becomes a problem. If you’re wondering whether your company (or department) needs some help reshaping its culture, let’s talk.

David Endean