Thursday, April 12, 2012

Shoes of Prey - Culture & Values



As highlighted in some recent posts, we've been spending quite a bit of time recently thinking about our values and culture at Shoes of Prey.

Talking to our team and spending time at the recent Growth Summit, we realised we had developed a "culture by default", rather than a "culture by design". Our culture by default was ok, but it wasn't perfect and we and the rest of the team wanted to improve on it to help make Shoes of Prey a successful company and a fantastic place to work.

So 3 weeks ago Jodie, Mike and I spent a Saturday together to map out our thoughts on where our values and culture were, and where we'd like them to head. We then took these ideas to the rest of the team and together we fleshed them out further.

The slides above are the results of our work. They're very much a first version and this will be a living and breathing document and will change and evolve as our company does. We love it as a starting point.

Putting this document together has become particularly timely as we're looking to hire another 6 or so people over the coming 3 months in marketing and product management roles. (If this is of interest, we'll be advertising the roles on this blog, posting late this week or early next week).

We'd love to hear your thoughts and feedback on this first version of our values and culture.

Cross posted to StartupSmart.

8 comments:

  1. Interesting stuff Michael, what was cut throat about Netflix culture?

    ReplyDelete
  2. Fantastic slide deck.

    Just reading it makes me want to work for you, regardless of the industry you are in. Not that there is anything wrong with women's shoes, it's obviously a great (and large) market. But it's the first time I've thought to myself what a great place it must be to work at without considering what the job is?

    Is that what you are hoping for? It seems like you don't mention the industry very much in your values, only in a generic customer sense.

    It must have been a really fun/exciting day working through this!

    ReplyDelete
  3. Jackson - Netflix have a succeed or you're out approach. They view themselves as an elite sports team where only the best stay in. That approach has clearly worked for them, and we like elements of it but we also view ourselves as a little more family orientated than purely elite sports team. It's not that we want to be forgiving of poor performance, that's not the case, but we're maybe not going to quickly cull someone who fits really well but has a couple of less than perfect quarters.

    Craig - Thanks so much for your feedback and our goal is definitely to make Shoes of Prey a fantastic place to work so our existing team, and future team members all love, and want to work with us. Glad that this comes across in the slides. As with anything like the key for us now will be to ensure we're executing on all this effectively. The slides are a combination of where we're at and where we want to get to so we're a good part of the way there already.

    ReplyDelete
    Replies
    1. Elite sport is expensive and a short term career. High turnover. Good to see you're in it for the marathon not the sprint. I may have mixed analogies there however I was also more the cheering and oranges type...

      Delete
  4. Michael, you are definitely on the right track and love that you have presented in a way that there is a story and theme behind it.

    ReplyDelete
    Replies
    1. Thanks Gary, and really love your approach to this at eWeb too!

      Delete
  5. Hi Michael,
    Great insight - interested in your comment re "family orientated"? Can you elaborate?

    ReplyDelete
    Replies
    1. Hi Kyle, good question. Through the family point we mean we want to strike a balance between the best bits of a professional sports team and a family. A professional sorts team cuts players quite quickly as soon as they're not performing well. A family takes care of their own through thick and thin. We want to strike a balance in between. If it's not working out for us or the team member then we're happy to part ways, that's going to be better for both of us, but at the same time we'll help people to improve if they have a bad quarter or help them out with finding something else if they're going to move on. Hope that explains it!

      Delete