Coming up with core values for a high-growth company during a pandemic?
Not for the faint of heart! But totally worth it!
We first started talking about core values in November of 2019. With the transition of transforming a 10-person company to a 40-person company in mind, we knew we had to take time to define what it meant to work here at Pushnami. What do we stand for? How do we empower our team? How is cultural success defined?
After interviewing employees and coming up with the first iteration that we were happy with, we decided we didn’t want this to be something we just rolled out and shared in a meeting.
.“We thought on our next retreat, we could focus on core values and that we could ingrain them into people’s brains and physical bodies,” Pushnami Head of People, Angela Benz, said
But Covid-19 had other plans.
Our retreat was postponed and then indefinitely canceled. And with that, the business was changing, too.
We knew as a company that we would have to find a new way to implement core values. We were working virtually and hiring remote employees. With companies across the globe struggling to find ways to keep employees engaged and happy, it was difficult to ascertain what values would resonate with a team that would be remote for the foreseeable future.
We wondered if the original values we landed on still would make sense. So we restarted the process. Solidifying our core values was a Q4 priority for us last year.
“We had this culture that I was able to build and articulate not only through my words but through my actions to employees when we were a small company,” Our Founder, Emerson Smith, said. “As we grew, we had these certain themes that were important to us, but they weren’t formalized anywhere. Yes, we want to be the best place to work in Austin, but what does that mean to us? What does that look like? The company that pays the most? The company with the happiest people?”
“They had to mean something to us now and to inspire people to where we’re going,” Emily Jansen, Director of Marketing, said.
We used employee input as well as a focus on where we wanted to be in the future to establish the core values.”
“We wanted to make sure these values meant something to everyone involved,” Angela said.
As a company that puts so much value into collaboration and employee engagement, nailing down these values became that much more important.
The values were rolled out one week at a time in January. The gradual rollout allowed for us to focus on an individual, department and company level on what the values meant to us personally, professionally and developmentally. Each core value had its own time, space and energy for our employees to really chew on.
After introducing a new value in a company-wide Zoom call, we would break out into small groups to give feedback while it was fresh on our minds. Our Slack now has channels devoted to each value where we recognize and celebrate employees who are exemplifying the core values.
For each value introduced, we embarked on a corresponding activity to make it stick.
Our core values
No Guts, No Glory
We are a team of risk-takers. We empower and take ownership while challenging the norm.
True to Our Word
We strive to do the right thing always, act truthfully and with integrity, and are unafraid of being our true selves. And we do it all even when no one is watching.
Give a F*ck
We go above and beyond to care for our team, shareholders, customers and the local community to ensure the stability and success of everyone at stake.
We believe in using technology over manpower to make big things happen. Our technology offers solutions the world has never seen.
Here’s what our team is saying about the values:
Curious about what our founder, Emerson, has to say about the values?
Emerson’s Thoughts on “No Guts, No Glory”
Emerson’s Thoughts on “True to Our Word”
Emerson’s Thoughts on “Give a F*ck”
Emerson’s Thoughts on “Innovate”
Want to join this empowered team? Check out our open roles.