Building a smart place to work and proving it

By Christopher Reid |
January 10, 2018
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Topics: goodwell, culture

1 Comment
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Christopher Reid

Building a company is more than just creating a product and hiring people to sell and maintain it. (This is a simplistic way of looking at it, I know—but bear with me.) You also need a vision for a company culture. An idea for a company culture is one thing. It seems easy, imagining a utopian place to work: Fair and competitive pay, health coverage and benefits, cool perks for employees, and an innovative workspace are some of the things you need to lay the groundwork for employee happiness. These are all just ideas, though. It takes a lot of work to find the right people to act on that strategy and bring it life.

And that’s great if you can do all of this, but you also need to measure it in order to manage it.

This is why we sought out certification through GoodWell. GoodWell is a third-party consultant that conducts an audit and measures the health of an organization to determine if it’s a fair, equitable, and humane workplace. Some of the metrics GoodWell uses are based on employee satisfaction and retention, compensation equity across race and gender, and benefits participation.

The best thing about this certification is that it’s data-driven, which falls in line with how we do things at Sortable. We take the same approach to organizational health as we do to building our products: test and measure.

Being certified by GoodWell makes me proud. Not only does it give us proof we’ve created a fair and supportive culture it gives us actionable data and a benchmark to use as we continue to evolve as a company and grow as a team.

The data shows what I already believed—that we already have a great baseline of the right people, processes, and attitude to create great company culture—and let’s face it, without a great culture, no one will want to work for you.

I’m not saying we’re perfect, because the work is never done making things better. We can use the data we have to strengthen our company and make smart decisions about what to focus on. We have to. As a company grows and evolves, so does the culture, and I want to make sure we’re always ahead of the game, both in our industry, and as an employer.

This post originally appeared on LinkedIn.

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