In this presentation you will learn the business value of culture and how Salesforce brings its culture to life. You will Understand Why Culture and Values Matter and be Explore the Salesforce Ohana Culture and Values, and also Build a Plan to Bring our Culture and Values to Life.
2. Understand Why Culture and Values Matter
Culture
• Personal culture,
• Where a person lives,
• Their personal beliefs,
• or their heritage.
• who you are
• what you stand for
• a shared mission.
Throughout this presentation, when we refer to culture,
we mean the corporate.
3. Why It’s Important for Companies to Embrace
Culture
• Helps attract, engage, and retain employees
• Unleashes innovation
• Amps up agility and speed
• Improves quality and efficiency
• Increases customer centricity and loyalty
• Fuels financial performance
4. The Role of Values in Company Culture
• Guide the daily behaviors, decisions, and
actions of employees
• Serve as a guiding light for how to attract,
engage, and retain employees
• Influence how work gets done and how people
treat each other
5. How Salesforce Views Culture and Values
• Concept of Ohana:
– the idea that families—blood-related,
– adopted, or intentional—are bound together,
– and that family members are responsible for one another.
• Salesforce Ohana culture is guided by the core values of:
– trust,
– customer success,
– innovation,
– and equality.
6. Secrets of Salesforce success on Ohana Culture and
Values
• Being intentional: We’ve been intentional about culture from
day one to present, which has enabled us to “stay us” while
growing rapidly.
• Shared responsibility: We empower and enable all of our
leaders, managers and employees to play a role in protecting and
evolving our culture, not just HR.
• Continuous improvement: We don’t rest on our laurels. No
company should. We are always listening to our employees and
looking for ways to improve.
7. Secrets of Salesforce success on Ohana Culture and
Values
• Being intentional: We’ve been intentional about culture from
day one to present, which has enabled us to “stay us” while
growing rapidly.
• Shared responsibility: We empower and enable all of our
leaders, managers and employees to play a role in protecting and
evolving our culture, not just HR.
• Continuous improvement: We don’t rest on our laurels. No
company should. We are always listening to our employees and
looking for ways to improve.
8. Define Your Values Story
• Common phrases people use to describe your
culture in employer reviews
• Answers to questions about your culture on your
employee engagement survey
• Focus groups with your leaders and culture
champions at all levels
9. Build a Plan to Live Your Story
Commitment Is Key
Even if there’s a negative financial impact on the business, if you are serious about your
values, you’ll make those tough decisions, you’ll put your culture and your people first,
and others will notice.
10. Leading by Example
• Make decisions based on what’s most important, not what’s
convenient?
• Recognize individuals when they demonstrate your company values?
• Embody those values when talking with other employees? With
customers?
• Uphold those values even when it’s really hard to do?
• Give feedback to others when they aren’t upholding the values?
11. Making It Stick
• Make them clear and simple so everyone gets them.
• Be willing to hire (and fire) based on your company values.
• Enforce the company’s values across the board.
• Uphold and walk the walk of the values in good times and bad.
• Build measurable programs to ensure the values are brought to
life.
12. Games, Questions and Answers
• Connect to Internet
• Open your browser
• Visit www.kahoot.it
• Use 23421 to Join
• Get Ready
• Let's have some fun!
