I’ve talked about culture before. It’s the glue that holds a company together. It’s what makes it fun to go to work. It’s what positions employees in lockstep toward a common goal. It’s what makes employees buy in to what your company is preaching. And Milwaukee Tool has it.
Last month, I had the pleasure of attending Milwaukee Tool’s PIPELINE media event, where media members from all over North America were invited to the company’s headquarters to learn about the company itself, the way it develops new products and the way it supports the trades. We were also treated to indoor/outdoor exhibits where we could try out the tools firsthand.
Everywhere we went, we were greeted by raucous, raving Milwaukee Tool employees, all adorned in red shirts. For all intents and purposes, we were treated like rockstars, and every single Milwaukee Tool employee we interacted with was friendly, gracious and kind — and more than willing to talk about the company and their tools. You could tell that they have “bought in” and were ambassadors for the brand.
Have your employees bought in to what you’re all about, whether that’s — to borrow slogans from some multi-shop operators (MSOs) — “Restoring Customers to the Rhythm of Their Lives,” “People, Process and Passion” or “People First. Always”?
If you feel you don’t have a culture, have a meeting with your top managers and get the ball rolling. Believe it or not, even though “culture” seems nebulous and elusive, you can intentionally create one — and then typically it takes on a life of its own, which is a beautiful thing to see. If you already feel you do have a culture but have doubts as to whether it’s having the effect you intended, do a health check by gathering some employees and getting their feedback. Or, be a quiet observer one day in your shop. You’d be surprised on the things you’ll pick up on.
