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Unprofessional Behaviour in the workplace – 5 Qualities to Watch out for!

Unprofessional Behaviour in the workplace – 5 Qualities to Watch out for!

by | Sep 19, 2016 | Career, Managing Yourself, Office Etiquette, World of Work

Every so often, one gets to hear this word in our fast paced corporate lives – “unprofessional.”  There has been, and continues to be a whole lot of debates and discussions about what qualifies as professional and what qualifies as unprofessional behaviour in the workplace. However, no matter what side you are on in the debate, you will agree with us when we say there are certain non-negotiables when it comes to the world of work. We believe that at the very least, these five qualities definitely embody unprofessional behaviour in the workplace and must be avoided at all costs.

1. The Late Kate/Ken –

One of the most severely unprofessional qualities is not having respect for punctuality. “Being late” is shockingly acceptable in our society, and work culture. Not turning up on time, more than anything else reflects your absolute lack of respect for the other person’s time. No matter what your reason is, when you end up being late, you communicate your express disrespect for the other person’s time and interest. If you are running late, make sure you communicate the reason and your Expected Time of Arrival (ETA) as early as you can.

2. The Gossip Monger –

It is definitely not alright to discuss anything remotely connected to your colleagues’ private lives, at the workplace. Neither is it acceptable to propagate false and unfounded tales about anyone. This is mostly an attention seeking technique used by some. What they often fail to realize is, by being this person, they do more harm to themselves than anybody else. Also, they may pretend to like you (read: the gossip monger), but you may actually end up being very lonely.

3. The Tell-tale –

If you know something concerning another colleague, who is not comfortable about the information being made public, respect him/her enough to keep it to yourself. Understand that you have access to the said information either through an act of trust, or by accident. In both cases, you have no right to share the information with anyone who isn’t supposed to have knowledge about the same. Bite your tongue if you have to, but keep it to yourself. Another attribute of this personality is also to avoid confrontation in case of conflict, but talk about it to people who are not concerned. The best way, is to follow a method of proactive conflict resolution.

4. The Know-it-All –

Remember Hermione from Harry Potter? Yes she was a hero and all, but let’s face it, she could be kind of annoying with her “know-it-all”, attitude. Be humble about the knowledge you possess, and willing to share it freely and openly with people who would benefit from it. You can do so by making an effort to be approachable, yet modest. Knowledge is power ? That’s passé now.

5. The Dominator –

Is it always your way or the highway? The quality of dominating, or being a bully doesn’t suit anyone at the work place. Not even your boss or you as a boss. Suggest, don’t impose. There is great merit in learning the value of team work, and doing so in a peaceful and inclusive manner. You dominate when you assume that you know the best way. By doing so you not only create discord, but also inhibit your own learning process.

One could debate that there is a lot more to this list. Of course, the point of view is thoroughly subjective. We suggest taking a long hard look at the mirror too (we do that periodically ourselves!) and see if you are guilty as well of any of the above examples of unprofessional behaviour.  Acknowledge that there are some things that you haven’t been doing in the best way you can, and that is the first step to change. Engage in proactive methods to bring out the best you have to offer, at your work place, and beyond. Dialogue, awareness and openness to constructive criticism are some of the best ways to go about it! Understand that by changing yourself, you create a lot of positive change for yourself as a person, and also for your organization.

What else do you think qualifies as unprofessional behaviour at the workplace ? What do you do when you see these qualities around you ? Fight or flight ? We would love to hear back and learn from you.

Everything You Need to Start Working From Home

Everything You Need to Start Working From Home

by | Mar 15, 2016 | Career, Managing Yourself, Productivity, working from home, World of Work

Companies have slowly come to realize that working from home is the most in-demand type of work flexibility benefit that job seekers are interested in, and more and more companies have started offering remote working options.  It is a trend that is here to stay. With working from home gaining increasing professional acceptance and becoming one of the most viable options for people across the social strata, a lot is being debated upon about the finer nuances of this phenomenon. In our earlier posts, we have spoken about the pros and cons about working from home. In this post we talk about everything you need to start working from home, or as we would like to call it, the essentials for working from home. So if you are looking to start working from home, or to make working from home really work for you, here are all the resources that we think you need to make it a success:

1. Your Desk and Your Chair –

It makes sense to invest in minimalistic yet comfortable office furniture – especially your desk and chair since that is what you will be using the most. This is almost as important, or even more important than buying a pair of jeans that fit perfectly and look good too! Don’t settle for the first piece of furniture you set your eyes on. Do a bit of window shopping first. Make sure the chair is suited to your posture and is adequately comfy and completely at level with your desk. We are all aware of the extremely uncomfortable back aches and neck aches from long hours of sitting at our desks which are further amplified by impersonal and uncomfortable office furniture. Since you are setting up your office from home, chances are you will be spending a lot more time working than you would if you went to an actual office. It is completely worth your while to go the extra mile and pick out the perfect desk and chair for yourself!

2. Lighting –

Lighting is another crucial factor that influences your productivity and concentration, not to mention how good lighting is actually a comfort we rarely appreciate. It is important to set up your work space where you have access to both natural as well as artificial lighting. As far as viable, set up your workstation close to a window (preferably with your back to it, or with it to your side, so that you don’t get too distracted with the view outside). Apart from letting in natural light, it also helps with keeping the room properly ventilated. Coming to artificial lighting, it is better to invest in soft artificial lighting than fluorescent lighting which is harsh on your eyes. Choose a desk light, as well as an overhead light so that you can adjust the lighting according to the amount of natural light you have available.

3. Computer and WiFi, and related accessories –

One of the biggest drawbacks of working from home is that the IT department will not be just a buzz away. You are pretty much left to fend for yourself to efficiently optimize (but first make appropriate investments) the tools at your disposal. A good desktop/laptop with rich video and audio capabilities, a dependable high-speed internet service provider, a basic but well-functioning printer/ scanner, earphones with mike are some of the most essential accessories you must invest in while setting up your workstation at home. Choose brands which are known for their customer service so that there is some hope to be bailed out when you are in the middle of a technical crisis. Keep the customer service numbers handy (look for a representative’s number, go an extra mile to establish a professional relationship if necessary, it saves you many annoying minutes of waiting on-line before they transfer your call to the representative responsible!). Once again, this is another area where we would recommend you to compromise as little as possible and go for something you are confident will fit your requirements, and most importantly is crisis proof to some extent at least.

4. Phone –

Now that you will be working from home, most of your interaction will be virtual. And the most important medium for the same is your phone, of course. We recommend investing both in a land phone as well as a smart phone, so that you stay connected even if one of these fail you. Having a good smart phone (even if you are not all that tech savvy) with a dependable network is crucial. Even if your system fails you, you will still have access to email, Skype and other forms of communication tools on your smart phone. It also helps you stay connected and in sync with what’s happening, even if you are physically away from your workstation. We know that a land phone is a little old school, but it is still worth investing in one, when you are setting up your office from home. It is important to have enough choices for communication, so in case one fails, there is another available and you are not insulated from the world of work!

5. Tools and Technology –

Going back to what we said in number four about not having the luxury of an IT department at your beck and call, it is absolutely mandatory for you to figure out all the tools and technology that you need. Start with a full proof data back-up system. Imagine your drive giving up on you, or your system crashing in the middle of something very important and you being left in a lurch! Use Cloud technologies (Read Five Ways the Cloud can rev up Operational Excellence for your Startup or Small Business) and make sure you sync your data as frequently as possible. In fact make it a habit to do that first thing in the morning and last thing as you wind up for the day. Create back up using a combination of three things – use mirrored drives such as RAID 1 to protect you in case of drive failures, program (or have it programmed) an internal disk for daily backups in case of a system crash, and of course online backup systems like Dropbox, Cloud or Google Drives. Technological advances have made the concept of a digital office so much more easier – there is a tool or app for almost anything. Delve into the online world for any area – be it collaboration, time management, social media – and there are so amazing tools available that can help improve your business productivity as an organization or as an individual. (Check a few of our favourite tools that have helped improve everyday performance and productivity here.)

6. Power Protection –

Wow! Who would have ever known how indispensable an IT and admin department is (who we always take for granted!) until we set up for work from home. Once again, you are your own resource when it comes to power back up. If you already have access to 24/7 power backup, thank your stars. If you don’t, invest in a dependable UPS and an inverter. If these options seem out of your budget, at least invest in a simple, but dependable UPS which at least gives you a few minutes to save your work and shut down safely if there is a black out!

7. Storage –

Apart from having ample storage space for your software, create options for storing all the paper work, files, books, etc., that are definitely going to pile up. It probably isn’t a great idea to wake up to (which you will, because now you don’t have an office to go to) piles of papers and files strewn around your workstation (even if you aren’t a neat freak). Also, remember that since you now work out of home, you clean your own mess, there isn’t anyone else who is going to be helping you with that. Plan for some basic, built storage spaces and invest in some file organizers and other stationary to keep your paperwork organized (we are starting to sound like real consumerists here!). You would be spoilt for choice when you browse the office stationary section on Amazon, we are sure!

8. To do list/ Planner –

We don’t know if you are crazy about stationary items like we are at Oorja Biz Ops, but being stocked on stationary should definitely be a priority when you are setting up your workstation at home. Apart from the regular supplies of pens, pencils, stapler, et al, get a planner for yourself or big enough sticky notes for writing down your everyday to-do lists. Having a planner or a to do list helps you pursue your day in a coherent way and gives you an idea about how much you were able to accomplish as against what you had planned for yourself. It is also important to set realistic goals which you can actually accomplish, and not just make a list of everything that’s on your mind and feel guilty for not having done enough, at the end of the day. If you are a fan of apps, well go back to point 5, there are tons of free/freemium apps for productivity to help you get things done.

9. Vision Board –

A great way to keep yourself inspired. Create or buy a pin board and turn it into your very own personal vision board. Pin up your ambitions, long-term or/and short-term goals, any quotes or photographs that inspire you and definitely a graph of how you see yourself growing in your career over the next few months/years (which you are of course free to keep adapting and editing as you move along). We’d recommend keeping the vision board as career oriented as possible so that it minimizes other distractions. For example, maybe putting up a picture of your dog who is no more with you would only pull you down on a bad day, not motivate or inspire you. Make you vision board your personal ‘feel good’ or motivation corner.

10. Small Luxuries –

What is the use of working from home if you don’t get to enjoy some of the most coveted advantages? Entitle yourself to small luxuries like a coffee machine, a neck pillow, maybe even a music system to help you relax when you are taking breaks. Make the process fun by bringing in small things that would make you happy and look forward to getting up to work every day. If you love flowers, have flowers at your workstation. Have a well-stocked small refrigerator in the room. Maybe even a secret stash of chocolates so you reward yourself when you feel you’ve done a good job. And perhaps, the uninhibited access to your pet’s attention because that is what makes all the difference at times!

The kind of work environment you create is a reflection of yourself. Put some effort into making your workspace at home a dedicated work zone, with minimum distractions. By minimum distractions we don’t mean dull and boring, make it as colorful and quirky as you wish but all those quirks should motivate you to be productive and creative, not distract you. When you choose the option to work from home, you make a conscious choice which comes with the two embedded qualities of dedication and sincerity. While it is important to be focused on your work and set aside all the distractions you may have while working from home, it is equally important to not let yourself get too absorbed by the work. When you start working from home full-time, you might start pushing yourself more than you would be, were you a regular office goer. Make sure you see enough of sunshine and have enough human contact to help preserve your sanity and health!

Note: At OBOlinx Tech, we provide flexible work from home option for our team. We have experienced firsthand the advantages and disadvantages of working in this mode both as an employer and as an employee. With clear goal settings, a strong process framework, much patience, some discipline and a steady flow of two-way communication, we KNOW this business model can work and is here to stay. This is the future of work and the future is already here.

We hoped you enjoyed reading this as much as we enjoyed putting it together for you. Do you work from home as well? What are some of the essentials to start working from home you absolutely cannot function without? Do you a question or problem that you need our help on? We’d love to hear from you!

Need more information on the latest telecommuting trends ? Download the free PGi Global Telework Survey report here to learn more about:

  • The rise of the teleworker, including the top technologies and alternative workspaces enabling them to work outside the office;
  • The global shift in knowledge worker demands, including the ideal flex schedule around the world;
  • And why, despite wanting to leave the cubicle, non-teleworkers haven’t left the office—yet.
Sexual Harassment at Work – Your Role as an Employer

Sexual Harassment at Work – Your Role as an Employer

by | Feb 15, 2016 | Leadership, Management, Office Etiquette, World of Work

Discrimination at the work place based on gender, or any form of harassment that makes women employees feel unsafe at their work environment, qualifies as sexual harassment. We have written about the subtle signs of sexual harassment at work earlier. We have been doing some research on this topic and this post focuses on the role and responsibility of an employer in preventing sexual harassment at work. As an employer, it is your foremost duty to ensure a safe and equitable environment for all your employees, regardless of their gender. As an employer, it is also your duty to ensure that there is an efficient mechanism, consistent with the national laws for prevention of sexual harassment at work place. In India, The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, (hereby referred to as ‘The Act’) is your reference to setting up the expected grievance and redressal mechanism.

‘Freedom from sexual harassment is a condition of work that an employee is entitled to expect. Women’s rights at the workplace are human rights.’

As an employer, what is expected of you to prevent and address sexual harassment at work place?

Prevention:

  • Sexual harassment should be affirmatively discussed at workers’ meetings, employer-employee meetings, etc.
  • Guidelines should be prominently displayed to create awareness about the rights of female employees.
  • The employer should assist persons affected in cases of sexual harassment by outsiders.
  • Central and state governments must adopt measures, including legislation, to ensure that private employers also observe the guidelines.
  • Names and contact numbers of members of the complaints committee must be prominently displayed.

 Your Responsibilities, according to the Act:

  • Recognize sexual harassment as a serious offence.
  • Recognize the responsibility of the company/ factory/workplace to prevent and deal with sexual harassment at the workplace.
  • Recognize the liability of the company, etc, for sexual harassment by the employees or management. Employers are not necessarily insulated from that liability because they were not aware of sexual harassment by staff.
  • Formulate an anti-sexual harassment policy. This should include:
  • A clear statement of the employer’s commitment to a workplace free of unlawful discrimination and harassment.
  • Clear definition of sexual harassment (using examples), and prohibition of such behaviour as an offence.
  • Constitution of a complaints committee to investigate, mediate, counsel and resolve cases of sexual harassment. The Supreme Court guidelines envisage a proactive role for the complaints committee, and prevention of sexual harassment at work is a crucial role. It is thus imperative that the committee consist of persons who are sensitive and open to the issues faced by women.
  • A statement that anyone found guilty of harassment after investigation will be subject to disciplinary action.

According to the Act, the range of penalties that the complaints committee can levy against the offender should include:

  • Explicit protection of the confidentiality of the victim of harassment and of witnesses.
  • A guarantee that neither complainant nor witnesses will be subjected to retaliation.
  • Publishing the policy and making copies available at the workplace. Discussing the policy with all new recruits and existing employees. Third-party suppliers and clients should also be aware of the policy.
  • Conducting periodic training for all employees, with active involvement of the complaints committee.

There are four perspectives on Sexual Harassment in Workplace (SHW) – Feminist, Legal, and two Organizational aspects. InfochangeIndia.org, explains the four perspectives through this useful table.

Sexual Harassment at Work is Punishable by Law

An employer can be subjected to a penalty of up to INR 50,000 for:

  • Failure to constitute Internal Complaints Committee
  • Failure to act upon recommendations of the Complaints Committee; or
  • Failure to file an annual report to the District Officer where required; or
  • Contravening or attempting to contravene or abetting contravention of the Act or Rules.

Where an employer repeats a breach under the Act, they shall be subject to:

  • Twice the punishment or higher punishment if prescribed under any other law for the same offence.
  • Cancellation/Withdrawal/Non-renewal of registration/license required for carrying on business or activities

Act now! Ensure a Safe Working Environment for your Employees

By ensuring safe and sustainable work environment for your employees, you ensure that their entire focus is on being productive. If your employee does not feel valued, or safe, no matter how talented (s)he is, you will have to let him/her go. One of the biggest drawbacks of the above Act is that it is not gender neutral. Regardless, it is a fact that sexual harassment of women at workplace in India is rampant. As an employer, it all boils down to you – to how serious you are about tackling this grave issue, and how swiftly and efficiently you act against issues of sexual harassment at your workplace. It should be your utmost priority to make your employees feel safe, protected and cared for. That is the biggest investment you can make in your company, and we can assure you, the Return On Investment will be far greater than you ever imagined. Do your bit to guarantee human rights, make your workplace a zero tolerance zone for sexual harassment.

Five Obvious (but Uncommon) Methods to Build Great Teams

Five Obvious (but Uncommon) Methods to Build Great Teams

by | Dec 4, 2015 | Business, Career, Leadership, Management, Office Etiquette, Performance, Productivity, World of Work

Whether it is a strategic goal or an operational mandate, the success of every business objective ultimately depends on one and only one factor – How good is your team? The best visionaries and managers can achieve very little if they don’t have a motivated, energized and effective team under them. Great Teams just don’t fall in place automatically, they are built. It takes considerable effort and strategy to build great teams that thrive on challenges and makes work look like fun and a great adventure.

Management is nothing more than motivating other people ~ Lee Iacocca

In my years of being managed in and managing tiny, large, diverse, global and multi-functional teams, I have learnt along the way that there are some pretty obvious methods to build and sustain a high value team of best performers:

Build Great Teams Method #1: Hire for Attitude

We hear this quite a lot but what does it really mean? To me, it means looking for enthusiasm more than expertise, integrity more than degree and thirst for knowledge more than experience. Skills can be taught but it is quite difficult to change behaviors and attitude. Destructive behaviors are very contagious and a few people with a bad attitude can ruin the performance of an entire team no matter how good the rest are. It is important to filter for the best from the start or prune the bad apples the first chance you get.

Build Great Teams Method #2: Give Autonomy (with Accountability)

People are in their best performance “zones” when they find meaning in the work they do. Work is no longer just a job with a salary in today’s global 24/7 environment, it is significantly integrated into our lives. People need to be deeply engaged and feel that they are making progress every day in their lives through their work. One way to do this is to cultivate the concept of entrepreneurship within teams. Assign goals (and not tasks) to your team and give them sufficient autonomy and authority to work towards these goals. “I don’t know” is sometimes the best answer that a leader can give to promote initiative and dynamism within the teams.

Build Great Teams Method #3: Respect (Lots of it)

Cultivate a culture of respect and be a model for it. Promote mentoring within teams and break silos. The best teams discuss, debate and challenge each other on the way to achieving the remarkable while being respectful of each other’s uniqueness. Celebrate this uniqueness and the value that every member of the team brings to the table. When people respect each other, trust in each other’s abilities soon follows and it becomes much easier to make the right decisions to achieve common goals.

Build Great Teams Method #4: Practice Transparency (Enable Communication and Collaboration)

You cannot expect people to operate blind and still give their best output.  Technology has made the sharing of information and the levels of interaction much easier – use this to your and the team’s advantage to ensure that the right hand knows what the left hand is doing. Free flow of information empowers team to collaborate and enables rapid progress.

Build Great Teams Method #5: Appreciate, Appreciate and Appreciate

Yes, I can’t say this often enough and I am not talking about the carrot and stick approach. Genuinely and sincerely demonstrate that you value your team by thanking them every opportunity that you get. Make it a priority to notice when people are doing things right or are going out of their way to ensure the success of the team. Celebrate this publicly and privately. This lifts people up, it makes people feel safe and that they matter. This in turn frees them up to perform and contribute at their highest levels.

As I mentioned earlier, the methods are pretty obvious but the simplest methods are always the most effective. It surprises and saddens me to see how often managers don’t practice this. Can’t sum this post up better than Tom Peters:

A soaring vision is desirable.

An effective strategy is important.

Super-processes are a necessity.

But in the end, it’s all about … THE PEOPLE!*

*It’s ALWAYS all about

… THE PEOPLE!

What have your experiences been in building and in being part of successful teams? What would you have done better? I would love to know.

Five Ways to Build and Sustain Organizational Culture

Five Ways to Build and Sustain Organizational Culture

by | Jul 30, 2014 | Business, Leadership, Management, Office Etiquette, Performance, World of Work

That mysterious thing called organizational culture – everyone loves discussing this topic. A company is doing well – credit goes to the culture. A company is not doing so well – blame goes to the culture. And it is perhaps true. Culture is critically important to business success, according to 84 percent of the more than 2,200 global participants in the last Booz & Company Survey (Infographic). But what is more surprising is that 96 percent said some form of culture change is needed within their organization with 51 percent believing that their organization is in need of a major culture overhaul. If organization culture is so widely accepted as a critical factor for a company’s success, and people believe the culture needs to change, why is this not happening? I think the problem lies in treating the whole culture thing as a mystery (that is here, there and everywhere, can be sensed but cannot be grasped – you get the drift) or as something that lies in the HR department’s purview (along with other mysterious things like employee engagement, succession planning, etc.).

Wiki defines Organizational culture as “the behavior of humans within an organization and the meaning that people attach to those behaviors. Culture includes the organization’s vision values, norms, systems, symbols, language, assumptions, beliefs, and habits.”

I would interpret this as the “how” in the company. How do we work on a daily basis – how do we interact with each other and with the external world, how do we react or respond to situations, how are our actions guided. I recommend you read “What Is Organizational Culture? And Why Should We Care? by Michael Watkins” – the post and the comments to see how many different interpretations there are of culture (no wonder it is a mystery).

For all my readers out there who want to delve into this mystery a little more and add to the already high discussion levels on this topic and perhaps bring about culture changes in their own organizations, this post is about building and sustaining company culture from my experiences in two stages of my career – as a team leader in mid-size and large companies and as a small business owner in the third year of leading my company.

Company Culture Builder #1 – Have a clear Vision, Mission and Values statement: This is where you define the culture of the company. It is critical that every employee knows and understands the vision of the organization and the values that it stands for. It needs to be simple enough or made simple enough that everyone in the company can understand them and get aligned to them. The idea here is to get people really involved and committed to the culture – logic and reason have their place, but in initiatives like this the emotions of people have to be tapped – and a clear mission, vision and values statement serves as a great way to bring everyone on the same page.

Company Culture Builder #2 – Hire people who embody these Values: No matter how talented a person is, if you don’t think that the person would be a cultural fit in the organization, resist the temptation and don’t make an offer. The people you hire are your ambassadors for culture, they will be the examples for the next set of hires. As they say, one bad apple spoils the basket – not only do you need to ensure that you hire, promote and reward people not just for skills or performance but for attitude and behaviour that aligns with the culture that you want to foster but also help people who are not aligned to be aligned or move them quickly out of the organization. When valued behaviours are not demonstrated, no matter where he/she is in the hierarchy, there should be consequences that show that such behaviour is no longer acceptable in the organization. This is important to establish accountability.

Company Culture Builder #3 – Understand Culture is not just Top-down: It is side-wise too. Yes, it does start at the top but it happens together – built through everyone’s behaviour and interactions in the team or company. Culture is everyone’s responsibility. Every person in the company should be walking the talk, walking it together, and knowing enough to course correct if some action in the day-to-day operations of the organization does not fit the culture.

Company Culture Builder #4 – Bring Culture in when solving Business Problems: I think this is the best way to bringing the theories to practice, to reducing the whole mystery about culture. When you have an irate customer or a profitability issue or a collaboration issue, that’s the time to do a root cause analysis that also assesses the problem based on what value was or was not used. Did we follow our culture? Were any of our values ignored? Based on what we stand for, what is the right thing to do now? Do we need to change anything in our culture so that this problem does not appear again? These discussions really help in reinforcing the message (and solving the business problem).

Company Culture Builder #5 – Focus less on Perks and more on building Trust and Respect: A cool office, a world-class gym, free food are all good but not at all the main factors that will make a company an employer of choice or build a culture that makes both customers and employees happy. These are short-term motivators only. Enough studies have been done to show that people want to work in an environment where they feel valued, respected and are making a significant contribution to a purpose larger than themselves (meaning). Therefore, creating a strong and healthy organizational culture is more than providing a few services that give a nice shiny surface gloss. Build trust and respect so that when one digs below the surface, one finds a strong and healthy foundation for a great culture.

Taking the digging analogy further, I want to end with these wise words from Edgar Schein, Professor Emeritus with MIT Sloan School of Management, and author of many best sellers including the Corporate Culture Survival Guide :

“Culture operates at many levels and certainly how we do things around here is the surface level. I like to think of culture to be like the lily pond. On the surface you’ve got leaves and flowers and things that are very visible; a visitor would see them. That’s the ‘how we do things around here;’ but the explanation of why we do things in that way forces you to look at the root system, what’s feeding it and the history of the pond, who planted what. If you don’t dig down into the reasons for why we do things this way you’ve only looked at the culture at a very superficial level and you haven’t really understood it.”

How would you define company culture? What do you think are the key factors to build and sustain a great company culture? I would love to hear back and learn from you.