🥗📚 Weekly Lunch With The CEO: A Deep Dive Into The Kive Company Culture
This LinkedIn post discusses the significance of weekly lunches at The Kive Company, where the CEO and COO join employees for a communal meal. While it may seem like a simple tradition, these lunches are a core element of the company’s culture, fostering openness, collaboration, and a flat hierarchy.
In the heart of The Kive Company , a ritual sets the stage for a transformative startup culture, and it begins around a communal table.
We eat lunch together, every single week, with our CEO and COO leading the feast.
It’s a simple act, but its impact echoes through the corridors of our offices and into the ethos of our work. Let’s critically analyze this:
> At first glance, weekly lunches might seem like just a charming tradition, but it’s much more than that. This weekly event is a vital pillar in the structure of our company culture.
> To unpack its significance, we have to break down what ‘company culture’ means. It’s an ambiguous term, often tossed around loosely. In essence, company culture is the sum total of shared values, behaviors, and interactions within an organization. It’s the underlying current that guides how a company operates.
In our case, these weekly lunches with the CEO signify openness, collaboration, and a flat hierarchy. It’s a chance for everyone, regardless of their position, to come together and connect over a meal. It’s a time to discuss ideas, challenges, and successes, while simultaneously breaking bread.
> The CEO, by taking part in these meals, sends a clear message: everyone’s voice matters. It’s not about talking shop over lunch; it’s about fostering an environment where communication flows freely.
*HOWEVER*
Every rose has its thorns. While this practice encourages openness, it could be criticized for blurring professional boundaries, making it difficult to address issues related to work performance or decision-making.
> Also, there’s the question of authenticity. Are these interactions organic, or do they feel forced because they’re organized? Are employees comfortable speaking their minds, or do they feel the need to ‘perform’?
> To address these potential pitfalls, it’s essential to set clear expectations and boundaries. Transparency about the purpose of these meetings is crucial. Also, fostering a culture of trust and respect will ensure that these gatherings remain a safe space for genuine conversation.
> From an ROI perspective, gauging the direct impact of such a practice might be challenging. It’s not a straightforward metric like sales or customer satisfaction. However, investing in a positive company culture has long-term benefits, including increased employee engagement, reduced turnover, and higher overall job satisfaction.
This reminds me of a quote by Benjamin Suulola – “If you lead an organization or a team, success begins with WHAT FOR?”
