Cultivating Company Culture in Your Practice

1. Cultivating Company
Culture in Your Practice
January 2014 Webinar

2. Heidi Jannenga PT, MPT, ATC/L
WebPT COO and Co-Founder
Mike Manheimer
WebPT Marketing Director

3. What is Company Culture?
Company culture is:
• A company’s personality.
• How a company gets things done.
• The beliefs and behaviors that determine how a company's
employees handle outside business transactions.
• The foundation or undercurrent upon which the company bases—
consciously and subconsciously—all decisions and interactions.
• The tangible and intangible aspects of an organization and the
individuals who ascribe to them.
• A common belief structure that dictates the direction of the company
as well as its mission and values.

4. Why is Company Culture Important?
• A poor company culture is one of the main reasons employees are
unhappy in their jobs.
• Lost productivity resulting from employee disengagement costs the US
more than $300 billion a year.
• Employees’ feelings about an organization can actually predict future
business sales and profits.
• Businesses loved by everyone—employees, customers, suppliers, and the
community—are significantly more successful than those that are not.
o Returning 1025% over the past ten years, compared to only 122%
for the S&P 500 and 316% for the companies selected purely for
their ability to deliver superior returns to investors.

5. Company Culture Must-Haves
1. Collaboration.
• Eliminate inter-office rivalry.
• Foster employee buy-in.
2. Hands-off management.
• Trust and empower your staff.
• Act like a colleague, not a superior.
3. Rejection of perfection.
• Encourage employees to learn from mistakes.
4. Transparency.
• Be honest about company status and direction.
• Prevent employee anxiety, uncertainty, and resentment.

6. How to Identify Your Rehab Therapy Practice’s
Core Values
First: Develop your values.
It’s time to brainstorm! Ask yourself:
• When have I felt most alive?
• What behaviors stir up intensely negative reactions in me?
• Are there narratives I hold sacred or value systems I can borrow from?
• Who do I wish to be in the world and how am I going to go about fulfilling that role?

7. How to Identify Your Rehab Therapy Practice’s
Core Values
• Are the core values essential and applicable whether or not the company rewards the behaviors associated
with them?
• If you woke up tomorrow morning with enough money to retire for the rest of your life, would you continue to
hold on to these core values?
• Can you envision these values being as valid 100 years from now as they are today?
• Would you want the organization to continue to hold these values, even if at some point, they became a
competitive disadvantage?
• If you were to start a new organization tomorrow in a different line of work, would you build these values
into the new organization regardless of its activities?
• Are you willing to hire and fire people based on whether they fit your core values, even if an employee adds
a lot of value in the short-term?
Next: Rope in your staff.

8. How to Identify Your Rehab Therapy Practice’s
Core Values
Then: Select your values.
• Make sure your values are values—not
vibes.
• Ensure your values are not simply perks.
• Make your core values into verb phrases.
• Embrace your practice’s distinct qualities.
• Limit your values.
Finally: Define your values.
Ask your staff:
• How do your core values translate into
what you do in work and life?
• How do they carry over to or manifest in
your employees?
• What are behavioral examples for
each value?

9. How to Document Your Practice’s
Core Values
“Culture is like a garden. If you let it
go, individual flowers and weeds that
you never expected to be there will
sprout and grow, some taking root
and becoming difficult to remove.”
—Paul Slezak, Co-Founder,
RecruitLoop

10. How to Document Your Practice’s
Core Values
1. Be clear.
2. Write with panache.
3. Write well.
4. Give examples.
5. Get feedback, edit, and polish.
6. Create your document.
7. Distribute it.
8. Keep it relevant and current.

11. Eight Signs That Your Company Culture
Isn’t Up to Snuff
1. Gossip.
2. Bad role models.
3. Lazy managers.
4. In-fighting.
5. All work, no play.
6. Detached employees.
7. Complaining customers.
8. Absent families.
“If there is no evidence that
people know how to have fun,
or if it’s not acceptable to have
fun, that’s a huge danger
sign.”—Kevin Kuske,
Chief Anthropologist and
General Manager of turnstone

12. Four Ways to Fix a Broken
Company Culture
1. Go back to the basics.
2. Start leading the right way.
3. Make behaviors easy, rewarding, and normal.
4. Reinforce the new culture.

13. Hiring for Cultural Fit
What are the effects of a bad hire?
In a 2012 CareerBuilder poll, 69% of companies surveyed
experienced a bad hire that year. Of those companies, 41% said
that one bad hire cost them $25,000, while 24% said it cost them
more than $50,000.
Why hire for cultural fit?
You can teach technical skills, but you can’t train people
to hold the same values and beliefs as your company.
Plus, those who fit in culturally adapt more quickly,
stay with companies longer, and strengthen your
competitive advantage.

14. How to Hire for Cultural Fit
1. Describe your practice’s company culture in behavioral terms,
and ask behavioral-based questions.
2. Ensure interviewers and hirers are adequately trained.
3. Be realistic when it comes to the job, and don’t use generic
position descriptions.
4. Incorporate some non-job-related questions into your interview
process.

15. How to Bring Your Culture to Life
1. Bring people together.
2. Make it a game.
3. Recognize rather than incentivize.
4. Listen, then communicate.
5. Measure morale.

16. How to Showcase
Your Company
Culture Externally
1. Get social.
2. Blog.
3. Make a video.
4. Get involved.
5. Host an event.

17. Special Offer
New Members
Sign up with WebPT by February and receive $100 off the
initial sign-up cost.
Existing Members
Join our members only referral program by signing up at
http://www.webpt.com/referral

18. Cultivating Company
Culture in Your Practice

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20. Thank you for attending.