Thanks! I like that analogy that culture of the company is like a personality and how it is perceived rather than enforced :)
From your experience do most of the companies care about surveys and culture?
My problem is that I never saw how this was done successfuly, as an employee in previous companies, we had some performance surveys etc.. but the reality was that it was just a time-waster for everyone involved. As a business owner now I can't loose focus from the core business with unneccessary distractions. Altought I have a feeling it may bite me in the a.. in the future :)
It can be difficult when you're a big corporate and no-one cares about the CEO sitting at the top of the ladder. You are still a small business, surely you speak to your staff on a personal level still? Next time you all get together for a meeting, tell them you will be sending them a form with a few simple questions, emphasise the fact that it's completely anonymous and make sure you point out what you want to accomplish which is essentially a better place for them to work. Everyone likes to believe that their opinion matters so this is your way of proving it to them.
Also, exit interviews are brilliant. When a member of staff quits, gets fired, comes to the end of their contract or whatever, hold a no strings attached exit interview and let them tell you everything they liked and didn't like about working for you and your company.
From your experience do most of the companies care about surveys and culture?
My problem is that I never saw how this was done successfuly, as an employee in previous companies, we had some performance surveys etc.. but the reality was that it was just a time-waster for everyone involved. As a business owner now I can't loose focus from the core business with unneccessary distractions. Altought I have a feeling it may bite me in the a.. in the future :)