In this episode, I chat with Robert Levin, co-founder of Work Better Now, about the importance of Culture by Design in building strong, effective teams. Work Better Now, recently ranked no. 114 on the INC 5000 list, is a leader in providing talented virtual assistants to support business growth. We explore how intentionally creating a Culture by Design fosters engagement, accountability, and alignment across teams. Rob shares strategies leaders can use to shape their culture proactively rather than letting it evolve passively. Tune in to discover why Culture by Design is essential for achieving sustainable growth and success
- Culture as Employer Brand
- Building Culture by Design
- The Talent First Approach
- Core Components of Culture
- Creating Wow Experiences
- Leadership’s Role in Culture
- Transforming Existing Culture
Shaping Success: The Power of Intentional Company Culture in High-Growth Businesses
In this episode of “Growth Think Tank,” host Gene Hammett interviews Rob Levin, co-founder of Work Better Now, a company specializing in providing high-performing offshore talent primarily from Latin America to U.S.-based businesses. The conversation centers on the critical role of company culture, particularly in high-growth environments, and how intentional design can lead to better outcomes for both the business and its employees.
Rob Levin opens the dialogue by emphasizing that every business inherently possesses a culture, whether it emerges organically or is curated deliberately. He likens a company’s culture to its employer brand, stating that the perceptions held by current, former, and potential employees reflect the company’s cultural standing. Levin points to the significant influence culture has on business success, noting that it is particularly impactful for younger generations entering the workforce. He encourages evaluating company reviews on platforms like Glassdoor, asserting that these public perceptions can provide vital insights into organizational culture.
Building Culture by Design: Core Values, Mission, and Impact at Work Better Now
The conversation then shifts towards defining the components of a well-designed culture. Levin asserts that creating a culture by design begins with establishing core values, stressing that these values should speak to the company’s identity and operational ethos—not just serve as aspirational statements. He reveals that Work Better Now has six primary values, which are integrated into all aspects of the business, from hiring practices to employee evaluations. The team recognizes individuals who embody these values through a program called the W Awards, fostering a culture that continuously celebrates alignment with their core principles.
Moreover, Levin discusses the importance of a compelling mission and vision within a company’s culture. He explains that rather than focusing merely on financial metrics, Work Better Now measures success by tracking the number of their certified professionals employed by clients, underlining a culture centered on impact and development. Levin describes an initiative that aims to create “wow experiences” for everyone associated with the company—clients, employees, and even applicants. For instance, every month, Work Better Now receives thousands of applications, and the team ensures to provide constructive feedback even to those who do not get hired, leaving a positive impression that enhances their employer brand.
Leadership and Culture: Modeling Values and Evolving Philosophies for Organizational Success
As the conversation progresses, Hammett probes into how leadership influences culture. Levin iterates the necessity for leaders to model the culture they wish to instill. This involves not only hiring practices but also taking actions that reflect the company’s values. Levin shares an incident where they had to part ways with a team member who did not align with the company’s culture, highlighting the importance of ensuring cultural harmony within the organization for overall team morale and performance.
The discussion also touches upon the evolution of leadership philosophies over time. Levin recalls being influenced by Jack Welch’s aggressive talent management strategies but ultimately deciding that a more supportive and development-focused approach better aligns with his and his partner’s values in creating a positive company culture.
Redefining Company Culture: How Intentional Design Drives Growth and Success
Towards the end, Levin addresses the challenge many companies face in reinventing their cultures, especially those that may not have started with a strong cultural foundation. He encourages leaders to clearly define the desired culture, involve high-performing employees in shaping it, and conduct surveys to gauge the current cultural climate. Levin emphasizes that it’s never too late to design the culture that one wants, stating, “the best time to build the culture you want was… when you started the company. The second best time is today.”
Through this episode, the key takeaway is clear: intentional culture design is not only beneficial for employee engagement and satisfaction but is also a fundamental driver of business success. By prioritizing core values, fostering impactful missions, creating memorable experiences, and embodying the desired culture at all levels of the organization, companies can cultivate an environment conducive to growth and high performance.
