Donald Burns explains why core values matter most in company culture. When subcontractors each ran their own operations, there was no unified mission. Now, directly employing people means teaching leaders to align everyone to the same values first.
What would you say is like the number one tool that you've implemented from the TRC method that has really helped you kind of make this shift with the culture?
It goes back to the really instilling the core values through our core values through the company and what our mission is. It's always been there. We've always had it. You know, that's not really philosophy to me, but I've never really pushed that onto the team. When I was home building, for example, you know, I mainly deal with subcontractor. So they kind of each. Each individual subcontractor have their own culture and they came to do their one job. Right when it gets to this side, you know, it's kind of the same thing. Each person has their own department. But now I'm looking and teaching each of those leaders they have, they're not somebody that's been established in the business for a long time running their own company, and they would have to deal with all the other people. Now that's me. And I have to create that amongst everybody. And this is really the first job that I had where I actually had the employees that were working for me. And so as it relates to the just general form of that, the core values, and making sure that everybody aligns with those is a really big deal.
So cool.
If your restaurant only works because you work 80 hours a week, it doesn't work.
