{"id":5556,"date":"2017-06-01T08:17:23","date_gmt":"2017-06-01T08:17:23","guid":{"rendered":"https:\/\/staging-mondaycomblog.kinsta.cloud\/?p=5556"},"modified":"2023-11-15T09:14:40","modified_gmt":"2023-11-15T09:14:40","slug":"the-culture-that-well-build-as-we-scale","status":"publish","type":"post","link":"https:\/\/monday.com\/blog\/productivity\/the-culture-that-well-build-as-we-scale\/","title":{"rendered":"The culture that we\u2019ll build as we scale"},"content":{"rendered":"

While of course we\u2019re incredibly grateful for our dizzying growth<\/a> here at monday.com, the truth is, it\u2019s pretty uncomfortable a lot of the time.<\/p>\n

Doubling in size every six months\u2014how many customers<\/a> we have, how much we make, and how many people work here\u2014means nothing can ever stay the same. Not only do we have to change the way we work; we have to improve and find new ways to do everything even better<\/i> than we did before.<\/p>\n

It\u2019s especially difficult to define a cohesive and meaningful company culture while you\u2019re moving forward at breakneck speed. As a company with now over 60 people\u2014and 25 open positions<\/a> that we\u2019re actively recruiting for\u2014we no longer really qualify as a \u201csmall and scrappy\u201d startup. Things are getting bigger and more complex and we have to adapt accordingly.<\/p>\n

Try monday.com<\/a><\/p>\n

At first glance, it seemed like two roads diverged in a wood, and they were equally horrible options:<\/p>\n

Option 1:<\/b> Continue hiring at an insanely rapid pace and descend into chaos. Resist imposing strict hierarchy and guidelines, so no one knows what\u2019s what, who\u2019s in charge, and what anyone else is working on. Only the strong survive.<\/p>\n

Option 2<\/b>: Create rules and structure and bureaucracy. Kill innovation and creativity. Squash people\u2019s spirits. Start losing the bright and imaginative people you hired. Descend into mediocrity.<\/p>\n

That\u2019s why we, like many others, connected with the now legendary \u201cNetflix Culture Deck.\u201d<\/a> It\u2019s been viewed over 16 million times and has been called \u201cone of the most important documents to come out of Silicon valley\u201d by Sheryl Sandberg. It confirmed that fortunately, there\u2019s a third option, and in accordance with the Goldilocks principle, it feels just right.<\/p>\n

Create a culture that\u2019s loosely coupled and highly aligned.<\/b><\/p>\n

Loosely coupled <\/b>= Trust employees<\/a> and empower them to move forward with what they think is best without being shackled by bureaucracy, approvals, or fear of failure.<\/p>\n

Highly aligned<\/b> = Communicate the overall goals and bigger picture, so without having to micromanage everyone, you can be confident that they\u2019re working towards the same bigger picture<\/p>\n

That allows you to be big, fast, and flexible<\/b>.<\/p>\n

 <\/p>\n

So all of this may sound well and good, but the real question is\u2026 how? <\/i>For us, it boils down to the main tools we use:<\/p>\n

Get started<\/a><\/p>\n

1. monday.com, obviously \ud83d\ude42<\/b><\/p>\n

We don\u2019t really use email<\/a> here at monday.com. We keep meetings to a minimum. There isn\u2019t a lot of hierarchy, and there are very few \u201cprocesses\u201d you have to follow. That\u2019s because we use monday.com, and our product reflects our philosophy.<\/p>\n

We unknowingly built our whole product on the \u201cloosely coupled, highly aligned\u201d philosophy\u2014for us, that\u2019s what transparency is<\/a>. We\u2019re all clear on what the bigger goals are, and monday.com shows everyone how individual tasks and projects fit into the big picture. Because it\u2019s totally visual, you see where things stand in a single glance. This keeps everyone \u201chighly aligned.\u201d<\/p>\n

In addition, because everything we\u2019re working on is in monday.com, it allows us to stay \u201cloosely coupled.\u201d We\u2019ve never been into micromanagement or bureaucracy, and it\u2019s all because monday.com allows us to avoid it. We don\u2019t just list work in monday.com; our actual work is done inside of it, and it\u2019s visible and there for everyone to see. This transparency eliminates the need to ask, \u201cWhere do things stand?\u201d or \u201cHave you completed this task?\u201d You look in monday.com and just know.<\/p>\n

See: What Transparency Means to Us and Why It Gets the Best Results<\/a><\/p>\n

2. BigBrain, the \u201cresponsible adult\u201d<\/b><\/p>\n

The only reason we\u2019re able to work in such a creative, unhindered environment is that we do have one thing holding us accountable: the numbers. We\u2019re obsessed with trying new things and improving our performance, but only if we can measure our attempts with precision and accuracy.<\/p>\n

Enter: BigBrain. We\u2019ve put a lot of time, energy, and resources into building a custom business intelligence (BI) tool that tracks every single cent that goes in and out of our company, as well as every single event: if someone clicked on a button on our website, created a new column in our system, replied to an email, went to a webinar\u2026 it\u2019s all hosted in BigBrain. That allows us to A\/B test pretty much everything and constantly improve.<\/p>\n

BigBrain is the \u201cresponsible adult\u201d who holds us accountable as we aim to grow and improve. At the end of the day, the numbers speak for themselves.<\/p>\n

We don\u2019t expect it to be an easy ride as we continue to scale, but it feels good to have found a creed of sorts that will help us stay true to ourselves.<\/p>\n

Get started<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Loosely coupled, highly aligned, and some might say, deeply disturbed.<\/p>\n","protected":false},"author":7,"featured_media":5566,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_title":"Organizational Culture and Scaling: How We Do It | monday.com Blog","_yoast_wpseo_metadesc":"Curious how we\u2019ve managed to successfully scale as we\u2019ve grown? 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