A strong company culture is the heartbeat of any organisation, but what happens when rapid growth threatens to disrupt it?
For many organisations, scaling quickly is a thrilling milestone, but it also brings challenges that can strain even the most robust cultures. Without intentional effort to prioritise the caretaking of your culture, the very values that helped you succeed in the first place can easily get lost in the shuffle.
In this article, we’ll be exploring why protecting your company’s culture during times of growth is vital, sharing 9 actionable strategies to keep it intact and how you can also achieve this with remote teams.
Why Protecting Company Culture Matters
Your culture is more than just your mission statement, or a set of values displayed on a wall. It’s the behaviours, beliefs and attitudes that define how your team operates and interacts every day. When culture thrives, it can empower innovation, strengthen relationships and create a sense of belonging within your team that drives exceptional performances.
But growth — particularly rapid growth — can put your culture at risk. Misaligned communication, rushed hiring and the sheer pace of change can lead to fractures, ultimately leaving employees both disconnected and disengaged. This can affect everything from retention to your bottom line. Simply put, a strong, aligned culture isn’t just a “nice-to-have” — it’s truly the foundation for sustainable growth.
The Dangers of Neglecting Culture During Growth
As mentioned, failing to prioritise safeguarding your culture during periods of rapid growth can have serious consequences for your organisation.
Here are some of the key risks:
- Increased Employee Turnover:
When employees feel disconnected from the organisation’s values or notice misalignment between stated culture and day-to-day realities, they are more likely to leave. High turnover rates not only disrupt operations but also damage morale. - Erosion of Trust:
Rapid changes without clear communication can lead to confusion and distrust. Employees may feel uncertain about their roles or the organisation’s direction, which can weaken team cohesion. - Loss of Identity:
As new employees join and processes change, the company’s unique identity can dilute, leaving long-term employees feeling alienated and new hires unclear about expectations. - Decreased Productivity and Engagement:
A weakened culture often results in disengaged employees. Without a shared sense of purpose or belonging, teams may struggle to collaborate effectively, leading to lower productivity and missed opportunities. - Reputational Damage:
Culture impacts how employees, customers and partners perceive your organisation. A toxic or poorly managed culture can lead to negative reviews, difficulty attracting top talent and even public criticism.
By recognising these dangers, organisations can take proactive steps to avoid these pitfalls and ensure their culture remains a competitive advantage.
9 Strategies to safeguard Your Culture While Scaling
1. Codify Your Core Values
Growth often brings new faces, new teams and new challenges. To keep your culture intact, start by clearly documenting your core values and what they look like in action. These values should be a cornerstone of your hiring, onboarding and performance management processes. And don’t forget to regularly revisit and reinforce them to ensure they remain relevant at each stage of your growth journey.
2. Hire for Cultural Fit and Add
As you grow, it’s tempting to prioritise speed over strategy when hiring. Resist the urge. Instead, focus on candidates who not only align with your values but also bring fresh perspectives and skills to enhance your culture. Consider using behavioural interview questions to uncover alignment with your organisation’s principles.
It's also important to note that if you make a hiring mistake, it’s critical to address this quickly. Misaligned hires can have a far-reaching impact on your culture, team dynamics and overall performance. Establish a framework for evaluating alignment with values, and take decisive action when necessary.
3. Strengthen Internal Communication
Communication becomes more complex as teams grow. Establish clear channels and rhythms for sharing updates, gathering feedback and nurturing collaboration. Regular town halls, team meetings and anonymous feedback tools can help keep communication open and inclusive.
4. Empower Leadership to Model Values
Culture starts at the top. Equip your leaders with the tools and training to embody and advocate for your values. When leaders consistently model desired behaviours, it sends a powerful message that culture matters — even amid rapid change.
5. Celebrate Wins and Milestones
Growth can sometimes feel like a relentless race, but pausing to recognise achievements that reflect your values reinforces their importance. Whether it’s a team celebration, a personal note of thanks or a company-wide announcement, these moments create a sense of shared purpose.
6. Create a Culture Committee or Champions Group
Form a cross-functional group of employees who can advocate for and nurture your culture. This team can lead initiatives such as recognition programs, workshops or events designed to strengthen connection and alignment.
7. Invest in Learning and Continuous Development
Scaling can create gaps in skills and leadership. Providing ongoing learning opportunities not only fills those gaps but also shows employees you’re invested in their growth, creating a deeper connection to your organisation.
8. Clarify Decision-Making Processes
As your organisation grows, decision-making can become convoluted. Transparency is key. Define roles, responsibilities, and approval workflows so employees understand how decisions are made and feel confident navigating changes. Take the time to evaluate decisions through the lens of your company culture: Do they align with your core values? Challenge assumptions and processes to identify gaps that might cause harm in the long term. This reflective approach not only preserves culture but strengthens it.
9. Get Clear on Your Employee and Customer Experience
Lastly, consider how you want both employees and customers to describe their experience with your organisation. Are your values and behaviours reflected in these interactions? Use employee and customer surveys to capture insights and identify alignment gaps. This feedback is invaluable for ensuring that your culture drives both exceptional customer experiences (CX) and employee experiences (EX).
What about Remote teams?
Maintaining culture is challenging enough in person, but remote work adds another layer of complexity. Without the natural opportunities for connection that come from shared spaces, intentionality becomes even more critical.
Here are some specific strategies for cultivating a strong culture with remote teams:
1. Leverage Technology for Connection
Use tools like Slack, Zoom, or Microsoft Teams to create virtual spaces for collaboration and informal chats. Virtual watercooler moments or themed chat channels can go a long way in fostering connection.
2. Create Rituals and Traditions
Introduce regular events, such as virtual coffee chats, team lunches or trivia nights, to build camaraderie. These rituals can become cherished aspects of your remote culture.
3. Prioritise Transparency
Remote teams thrive on trust and inclusivity. Over-communicate key decisions and ensure all voices are heard, regardless of location.
4. Offer Wellbeing Support
Remote work has its challenges, from isolation to blurred boundaries. Provide resources like mental health support, flexible schedules and wellness services to show you care about your team’s overall wellbeing.
5. Recognise Achievements
Remote employees often worry their efforts go unnoticed. Celebrate individual and team accomplishments with shoutouts, awards or personalised messages to keep morale high.
Culture as your Growth Engine
Scaling your business is an exciting journey, but it’s also a pivotal moment for your culture. By taking intentional steps to safeguard the values, behaviours and connections that make your organisation unique, you can turn culture into a growth engine rather than a casualty of change.
Whether you’re managing a traditional office setup or leading remote teams, the key is to stay true to your values while adapting to the evolving needs of your people. Culture is not static; it’s dynamic, human and ultimately the glue that holds your organisation together.
Now it’s your turn: What steps will you take today to ensure your company culture thrives as you grow?
About SmartPA
SmartPA leads the transformation of admin and business support services through technology and education, while our mission is to unleash potential by supporting young people and women to become business role models for future generations. Powered by a global team of passionate and accredited SmartPAs, we accelerate the success of over 5,000 businesses worldwide, delivering impactful outsourced support that allows organisations to focus on what they do best. With a Centre of Excellence in the UK, near shore hubs in South Africa and Uganda, and an offshore hub in Malaysia, we are dedicated to making a difference.
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