To answer it directly, YES!

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We're all hustling, trying to build something extraordinary. However, to attract the crème de la crème of talent, we need more than just a killer product or service.

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According to a study by CNBC, a staggering 47 million workers voluntarily bid farewell to their jobs in 2021. The trend continued into 2022. In February 2024 alone, 4.4 million people quit their cubicles. After the Great Resignation, a study of employee turnover found that a toxic work environment was the main reason for employees leaving their jobs. Surprisingly, this factor was 10 times more important than money. It showed that people wanted workplaces with a good culture and shared values. They sought a sense of belonging, well-being, and satisfaction. This research shows that a healthy, inclusive culture is vital. It helps retain top talent and enables employees to thrive.

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However, there’s a whole lot of talent on the market.If we want the cream of the crop knocking on our door, we need company culture development as enticing as a hot slice of New York pizza. 

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1. Make it about the people: Meetings aren't for long-winded monologues. Don't showcase your brilliance while leaving the team in the shadows. Make those meetings about the people and the team that's hustling hard to make our startup dreams come true. Developing a company culture starts by valuing everyone’s time. Keep meetings short and effective, but allow space for their voices and ideas.

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2. Embrace remote work: The pandemic changed how we work, and remote work became the new norm. The idea that remote work hampers productivity is simply not true. In today's connected world, talented people can thrive anywhere. Your process's efficiency depends on your leadership skills.

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3. It's not the end of the world mentality: Encourage employees to maintain perspective and never catastrophize issues. Promote resilience and a positive outlook in your culture. It will help you navigate difficulties.

4. Never force culture: Avoid imposing a specific company culture onto employees. Instead, let the company culture develop. It should be based on shared values and collaboration.

5. Embrace flexible work arrangement: We value a balance between work and personal life. We provide flexibility and resources for employees to create their own routines while meeting work obligations.

6. Promote trust: Build a culture of autonomy. Let employees make decisions and own their work. The employee experience should be free of micromanagement. It should empower individuals to find their own solutions.

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7. Encourage individuality: By letting employees be themselves, you create a culture free of restraints. Just respect others. Leave no space in the employee experience for bullying or inappropriate remarks about each other’s choices.

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8. Listen and reward: Take the time to listen to employee feedback, needs, and aspirations to effectively reward them. Nobody wants pizza parties and meaningless rooftop gatherings. Some want appreciation. Others want incentives and flexible growth. Meanwhile, be open to listening to their constructive criticism, too, and reach out in a way that won’t make them rethink opening up again. This helps boost employee satisfaction all around at your workplace. 

9. Teach to communicate: Not all team members are natural communicators. It strengthens relationships and the company culture. This is true for public speaking, giving feedback, and socializing.

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10. Appreciate small wins: Avoid measuring success solely by numbers. Instead, implement strategies to acknowledge and celebrate milestones, achievements, and progress individuals and teams make.

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Through recognition programs, such as our monthly all-hands or other employee engagement activities, Oceans encourages a corporate culture that values and appreciates the effort and dedication put into accomplishing goals, no matter how big or small.

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