How Company Culture Creates Profit

What does culture mean to you as an owner? Sometimes it means a value statement; other times it’s a literal plan for daily operations. For me, it means having the best people being accountable, ready to rock, and doing what they do best for everyone around them.

But there’s creating culture and then there’s managing it. A big difference.

I was reading a newsletter recently—The Secret CFO—that was doing a series about a cash flow culture. It was all about how if you don't have a cashflow-obsessed culture, you will never improve revenue.

And I'm like okay, that makes sense, right? If your daily leaders don’t care about those daily numbers then it’ll be harder for me as owner to care. That creates culture.

I have to set that example of what I expect to be mirrored back at me. That’s both creating the kind of culture you want in your organization, but also managing it by setting expectations.

That all starts with hiring the right, best people to create a profit-driven culture.

Employee Retention Through Culture

We broke a major sales goal for June—$2M in sales. We couldn’t have done that without a team and organization driven to win and succeed.

And we celebrate those successes. The screens around the office tied into ServiceTitan went nuts with music and lights when we hit that mark last Friday.

And this past week we continued that celebration of success by breaking out the grills and giving everyone an amazing breakfast.

Making those successes matter is part of growing the right culture.

That positive work environment plays big into employee retention and keeping top talent—it also attracts talent.

By finding employees in the hiring process that already fall into those beliefs you’ll foster a culture worth celebrating.

Ask the people who went on our yearly incentive trip to Mexico this year if that motivates them to go further, work harder, and do better.

The Right Leaders

The daily responsibility of culture comes down to your managers and leaders.

As businesses grow, maintaining a consistent culture becomes challenging. Core values play a big role.

By embedding these values into every aspect of the business, leaders can ensure that the culture remains strong even as the company expands.

Think about this: Are you giving your employees the week after Christmas off? It’s a nice perk, sure. That’s also a cultural decision.

Do you want an employee who works to get that week off or one who wants to drive hard during that high-demand season and win revenue in the last month of the year?

That’s culture.

And your leaders are the ones that help reinforce that, from the top, down. They’ll impact how you hire, retain, how you bonus, how you reward, and more. This is how you optimize for growth.

It’s also in how you treat people. I’ll go hang out in the call center, chill in marketing and talk strategy, and more. We’re in the trenches.

We push performance together. We create culture together. And that leads to our benefits being better and techs getting paid double or triple the average.

That all means profits.

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