How to build authentic workplace culture

At Breakthrough Sessions 2024, hosted by George Hedon, Founder of Pause Fest & Awards, industry experts discussed strategies for maintaining a thriving company culture amid growth. 

The session, “Scaling Smart: Adaptive Culture for Growing Companies,” featured Deepak Singh, Senior People and Culture Manager at Uber Car Share, Kate Thompson, Group Strategy Director at Hardie Grant Media, and Ryan McMurray, Chief Experience Officer at Reach Foundation.

The discussion touched on a variety of topics, from the challenges of merging cultures after an acquisition to engaging the increasingly influential Gen Z workforce. As businesses evolve, maintaining a cohesive, positive culture is critical—and these experts shared practical insights for scaling workplace environments effectively.

Embracing Change While Preserving Identity

Deepak Singh, who managed the integration of Car Next Door into Uber, shed light on the complex nature of merging two distinct cultures. Uber’s acquisition of Car Next Door, a company 450-strong, was a process that spanned two years. Singh explained that maintaining a balance between preserving Car Next Door’s identity while aligning with Uber’s 100,000-employee structure was paramount.

“Uber’s a giant machine,” Singh noted, “and Car Next Door was a much smaller, remote-first company. The goal was to avoid overwhelming the Car Next Door team with Uber’s vast corporate culture while still integrating key values like a shared mission to take a million cars off the road.”

Singh outlined a strategic, phased approach, where the first quarter focused on aligning existing values and practices to build trust. “We accelerated actions that had immediate value, like streamlining processes and ensuring that leaders managing hybrid teams weren’t bogged down by duplicated workflows,” he said. Later stages focused on recalibrating how performance was rewarded, aligning both companies’ systems, and gradually leading the full integration.

Navigating Generational Diversity in the Workplace

Kate Thompson of Hardie Grant Media discussed how their company successfully scaled from a small agency into a national network of over 100 employees spread across four agencies. She emphasised the importance of documenting company values and maintaining clear communication as key drivers of cultural cohesion.

Reflecting on Hardie Grant’s evolution, Thompson said, “When I started, there were 20 of us. Today, we’re a group of 300 across different locations. Our challenge was moving from a founder-led, verbal culture to one where we could consistently share stories and values across fragmented teams.”

Thompson highlighted the company’s successful efforts to attract and retain Gen Z employees by focusing on purposeful work and fostering a culture where flexibility and inclusivity are prioritised. “Gen Z really values work-life balance, inclusivity, and opportunities for personal growth. We’ve found that giving them space to co-create and have a voice at the table is essential to keeping them engaged.”

Hardie Grant’s policies include unique benefits like summer hours, menstruation leave, and flexible holidays, all aimed at creating an inclusive workplace that caters to the needs of different generations. “We try to create a culture where everyone feels seen and heard, no matter their age or background,” Thompson added.

Understanding and Engaging Gen Z

Ryan McMurray, representing the Reach Foundation, delved deeper into how organisations can connect with Gen Z. Drawing from his experience at Reach, a youth-focused organisation, McMurray spoke about the need to build resilience in young employees, often considered less resilient due to societal influences.

“One of the misconceptions about Gen Z is that they lack resilience, but what we’ve found is that they just need more opportunities to build it,” McMurray explained. He attributed this perceived lack of resilience to the overwhelming influence of social media and a shift in parenting styles. “Social media tells young people there’s a lot to fear, and parents have become more protective, often not allowing them to face challenges head-on.”

McMurray encouraged companies to foster environments that allow young employees to step outside their comfort zones. “When businesses create opportunities for Gen Z to take risks in a safe environment, they rise to the challenge. They might hate you for pushing them initially, but they’ll thank you later for the growth it fosters.”

This approach aligns with the broader trends noted by Thompson at Hardie Grant, who pointed out that Gen Z employees often seek meaningful work that aligns with their personal values. Both speakers agreed that providing these opportunities for growth and autonomy helps businesses retain young talent and develop strong future leaders.

Creating Psychological Safety for All Generations

The concept of psychological safety emerged as a crucial theme throughout the session. Singh, Thompson, and McMurray all stressed the importance of creating emotionally secure environments where employees across generations feel empowered to express themselves.

Quoting a memorable statement from the Pause Fest 2020 event, Hedon reminded the audience: “Psychological safety is the number one factor in making a successful team.” and emphasised the need for intentional actions from leadership: “Culture isn’t something you consume; it’s something you create”, both quotes by Miles Orkin, Chief of Staff at Google Cloud – Apps UX.

Thompson echoed this sentiment, stating, “We’ve been really focused on creating a psychologically safe environment at Hardie Grant by valuing the voices of every employee, no matter their role or level. Our strategic planning sessions now involve 20-25 people across different leadership levels, all contributing to the shared narrative.”

McMurray agreed, emphasising the importance of understanding the unique experiences that different generations bring to the workplace. “It’s not enough to just hire Gen Z; you need to create a space where they feel they belong and can thrive.”

The Breakthrough Sessions 2024 highlighted the complex but essential work of building adaptive, inclusive cultures in growing companies. Whether it’s through merging distinct company cultures, embracing generational diversity, or fostering resilience in younger employees, the takeaway is clear: culture must be created intentionally, and it must evolve as businesses grow.