小公司如何才能有“文化”?成功的公司都有强大而独特的文化,但是文化的建立一定要像谷歌那样大手笔的投入吗?其实不是。Fastcompany网站上的一篇文章指出,改变和建立文化的举措并不会给公司增加成本,如果执行到位,还可以从短期和长期上降低成本。1、为95%的人制定规则,而非5%。你的大多数员工都很努力工作,可能有5%的员工不守纪律,不积极,那么不要为了控制这5%而设计规则,这些规则会成为另外95%的负担。2、庆祝早回家。并不是说工作的时间越长,就能做更多的工作,聚焦于工作结果,而非投入的时间。如果一个员工刚刚签了一个大客户,完全可以早点离开办公室,去打高尔夫。 How can a small company have a “culture”? Successful companies have a strong and unique culture, but must culture be as generous as Google does? An article on the Fastcompany website states that changing and building a culture does not add cost to the company and can cut costs in the short and long term if implemented. 1, set rules for 95%, not 5%. Most of your employees are hard-working, 5% may be disciplined and not active, so do not design rules to control these 5%, and these rules will be an additional 95%. 2, celebrate early home. It does not mean that the longer you work, the more work you can do, the more you focus on the outcome of the work, not the time invested. If an employee just signed a big client, can leave the office early, go play golf.