Your Culture Is Your Biggest Differentiator

Your Culture Is Your Biggest Differentiator

Your Culture Is Your Biggest Differentiator

Your Culture Is Your Biggest Differentiator

A Strong Culture Can Be a Company’s Sustainable Competitive Advantage


In today’s competitive business world, companies are constantly looking for ways to gain an edge over their rivals. One of the most effective ways to do this is to create a strong culture that sets the company apart from the competition.


And now “post pandemic” many of us have “remote workers”. This makes it even harder to differentiate your company from the next when it comes to recruiting or retaining employees. Think about it. If you don’t focus on building a strong, and differentiated culture, from the employees perspective, the only difference between you and your competition is the name of the company on their paycheck (its surely NOT their keyboard, mouse, and monitor).


So hopefully we can agree that a strong culture is important. One that is easily understood, compelling, and is shared by all employees. One that is aligned with the company’s mission and values. It’s probably not surprising that most culture building should be centered around trust, respect, and collaboration. But to create one that encourages innovation and creativity, and differentiates you, requires more time and attention… and of course some software 😉 .


A company’s culture is often shaped by its history, its values, and its people (and maybe even the products and services calculate in there as well).


Here are some tips for creating a strong, sustainable, and differentiated culture:

  • Start with clear culture statement. Much like the typical sales “elevator pitch” and “taxi ride” statements, everyone in your organization needs to be able to describe your culture. Using the same words, in the same order. This is super important!

  • Provide clear values. Not just the typical words on the wall, but core values that you want your company to be known for? Values that your employees are not embarrassed to say and share with others. Once you have defined your values, make sure that they are reflected in everything you do, from your hiring practices to your customer service policies.

  • Be intentional about your culture. Don’t just assume that your culture will develop on its own. Take steps to create a culture that you want. This could involve things like setting clear expectations, providing training on company values, and celebrating successes.

  • Empower your employees. When employees feel empowered, they are more likely to be engaged and to contribute to the company’s success. This means giving them the freedom to make decisions, the resources they need, and the recognition they deserve.

  • Tell stories. By telling stories early and often about employees who represent your culture and values, you’ll inspire team members, and remind them of the importance of your company culture. Also, telling stories where something happened that doesn’t match up to your culture is equally important (just leave out names and titles so you don’t throw anyone under the bus).

  • Create a positive and productive work environment. This doesn’t mean everyone is going to be happy all the time. In fact, people should be willing to disagree, and even have heated discussions. As long as everyone is professional and respectful, and aligned on the same goals and objectives, they should be willing to battle for the best answer (see how we worked in our software and company name 😉 ).

  • Be consistent and caring. Creating a safe space where employees can be themselves and where they feel comfortable taking risks is key to culture building. It takes time, effort, and consistency. As for caring, remember as Theodore Roosevelt said “people don’t care how much you know until they know how much you care”.


Be patient and keep working at it, and you will eventually create a culture that is the envy of your competitors.

A Strong Culture Can Be a Company’s Sustainable Competitive Advantage


In today’s competitive business world, companies are constantly looking for ways to gain an edge over their rivals. One of the most effective ways to do this is to create a strong culture that sets the company apart from the competition.


And now “post pandemic” many of us have “remote workers”. This makes it even harder to differentiate your company from the next when it comes to recruiting or retaining employees. Think about it. If you don’t focus on building a strong, and differentiated culture, from the employees perspective, the only difference between you and your competition is the name of the company on their paycheck (its surely NOT their keyboard, mouse, and monitor).


So hopefully we can agree that a strong culture is important. One that is easily understood, compelling, and is shared by all employees. One that is aligned with the company’s mission and values. It’s probably not surprising that most culture building should be centered around trust, respect, and collaboration. But to create one that encourages innovation and creativity, and differentiates you, requires more time and attention… and of course some software 😉 .


A company’s culture is often shaped by its history, its values, and its people (and maybe even the products and services calculate in there as well).


Here are some tips for creating a strong, sustainable, and differentiated culture:

  • Start with clear culture statement. Much like the typical sales “elevator pitch” and “taxi ride” statements, everyone in your organization needs to be able to describe your culture. Using the same words, in the same order. This is super important!

  • Provide clear values. Not just the typical words on the wall, but core values that you want your company to be known for? Values that your employees are not embarrassed to say and share with others. Once you have defined your values, make sure that they are reflected in everything you do, from your hiring practices to your customer service policies.

  • Be intentional about your culture. Don’t just assume that your culture will develop on its own. Take steps to create a culture that you want. This could involve things like setting clear expectations, providing training on company values, and celebrating successes.

  • Empower your employees. When employees feel empowered, they are more likely to be engaged and to contribute to the company’s success. This means giving them the freedom to make decisions, the resources they need, and the recognition they deserve.

  • Tell stories. By telling stories early and often about employees who represent your culture and values, you’ll inspire team members, and remind them of the importance of your company culture. Also, telling stories where something happened that doesn’t match up to your culture is equally important (just leave out names and titles so you don’t throw anyone under the bus).

  • Create a positive and productive work environment. This doesn’t mean everyone is going to be happy all the time. In fact, people should be willing to disagree, and even have heated discussions. As long as everyone is professional and respectful, and aligned on the same goals and objectives, they should be willing to battle for the best answer (see how we worked in our software and company name 😉 ).

  • Be consistent and caring. Creating a safe space where employees can be themselves and where they feel comfortable taking risks is key to culture building. It takes time, effort, and consistency. As for caring, remember as Theodore Roosevelt said “people don’t care how much you know until they know how much you care”.


Be patient and keep working at it, and you will eventually create a culture that is the envy of your competitors.

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© 2024 All rights reserved. The Best Answer, Inc.

© 2024 All rights reserved. The Best Answer, Inc.

© 2024 All rights reserved.
The Best Answer, Inc.