Culture is the differentiator between the extraordinary and the good companies. Most of us totally get that. The question I’m most often asked is, “Creating a great culture feels complex; how do you make it simple?”
Having had the privilege of working with amazing companies, CEOs and leaders, I’ve learned what works to build an extraordinary, high-performing, high-energy, winning culture. This is an opportunity to share that collective knowledge — The Winning Culture Playbook — with you. It’s the key to building a culture where everyone is happier and people can thrive.
The step-by-step Winning Culture Playbook simplifies building a culture by providing clarity and prioritizing actions. The 7-step playbook includes:
Define your cultural values and behaviors.
Communicate, communicate, communicate.
Integrate your values into all aspects of your company.
Drive culture through leadership.
Show you care: engage and invest in your team.
Give back: Make a difference beyond the workplace.
Make it fun: reward, recognize, and celebrate.
As the first step on the journey, a company and its people should determine the values that matter most.
When I joined Sprinklr, attrition was high, and the company had strayed from its people-first mission. Always passionate about helping everyone be happier, CEO Ragy Thomas wanted to create a new culture of excellence — an environment where everyone in the Sprinklr family — leaders, team members, customers and their customers, and our partners, could thrive. That kind of pervasive happiness can create a truly magical, once-in-a-lifetime experience.
With the Winning Culture Playbook as our guide, the Sprinklr family worked hard to together develop The Sprinklr Way, our way of working, living, and being. We also took the time to develop a cultural aspiration statement, reflecting that we treat everyone like family — open, honest, and with the ultimate respect —and are clear that we always strive to be at our best on our journey to live up to our culture.
After we identified the values that mattered, we worked and still work to share and live those values in all that we do. In 1 year, due to a relentless focus on employee happiness delivered through the company’s EDAP (Employee Delight Assurance Program) and a consistent and forward-leaning communications program, attrition improved 50% overall.
We listen; we collaborate, and we always strive to inspire and engage everyone we touch. We set high standards and provide clear directions for our leaders as well as our team members.
At Sprinklr we do everything we can to help each person continually be at their best. People join an organization for the opportunity; they stay for the investment in their personal and professional growth. We provide learning opportunities; we reward and recognize excellence, and strive to show that we genuinely care about every individual.
Our Learn2Grow plan, a personal development plan, is a powerful example of how serious we are about learning. Everyone is charged with creating their individual development plan, which begins with a personal mission statement and incorporates discoveries based on the CliftonStrengths Assessment.
Also included in the learning plan are detailed development goals (personal and professional), time frames for completion, and specific details for learning and development initiatives. We’re so serious about learning, we’re recognizing the top three people who have demonstrated significant progress toward their stretch-forward goals. We’re all held accountable through quarterly meetings with our leaders that help keep us on the right track in becoming better, happier, and thriving.
The Sprinklr family today is passionate, caring, and customer-obsessed. We take pride in who we are, what we build, and what we do. At the end of the day, happier employees drive happier customers.
By following the Winning Culture Playbook, we’re well on our way to creating a thriving and rewarding culture where everyone can be at their best personally and professionally.