1.
Shelly Myers
Partner Marketing Team
Moderator • BambooHR
Jackie Dube
VP of People Operations
Panelist • The Predictive Index
Daniel Dean
Sr. Product Marketing Manager
Panelist • BambooHR
Alicia Garibaldi
Director of Marketing
Panelist • Lever

2.
Shelly Myers
BambooHR
Daniel Dean
BambooHR
Alicia Garibaldi
Lever
Where do you start
when developing an
intentional culture?
Jackie Dube
The Predictive Index

3.
Where do you start?
● Establish beliefs and values
● Get everyone on the same page
● Incorporate recognition programs
● Be open to internal mobility
● Work on retention
● Focus on inclusion
● Make sure your culture doesn’t get stale
https://www2.deloitte.com/us/en/pages/human-
capital/articles/culture-versus-employee-engagement-strategy.html
(link to article)

4.
Who in the organization is
responsible for culture?
Shelly Myers
BambooHR
Daniel Dean
BambooHR
Alicia Garibaldi
Lever
Jackie Dube
The Predictive Index

5.
Who is responsible for culture?
● Just like recruiting is everyone’s job, so is
maintaining culture
● Keep a pulse on your employees
● Identify key influencers
● Get buy-in on responsibility
● Hold everyone accountable for building
and growing culture

6.
How do you shape a company culture
that meets the needs of a multi-
generational workforce?
Shelly Myers
BambooHR
Daniel Dean
BambooHR
Alicia Garibaldi
Lever
Jackie Dube
The Predictive Index

7.
How do you meet multi-generational needs?
● Preach anti-bias training across the company
● Be mindful of your own biases
● Set rules of engagement
● Realize that different generations have
different needs
● Understand what’s important and then gather
feedback

8.
How has employee
engagement
positively impacted
your organization's
company culture?
Shelly Myers
BambooHR
Daniel Dean
BambooHR
Alicia Garibaldi
Lever
Jackie Dube
The Predictive Index

9.
Culture is a system of values, beliefs, and behaviors that shape how
actual work gets done—"the way things work around here." In contrast,
engagement is about employees' level of commitment to the
organization and their work—"how people feel about the way things
work around here."
Both are critical to business performance, hiring, retention, and
innovation. For example, organizations that actively manage their
cultures typically have 30 percent higher levels of innovation and 40
percent higher levels of retention. Additionally, companies with highly
engaged workforces outperform their peers by 147 percent in earnings
per share and their employees are 87 percent less likely to leave.
- Gallup, The Engaged Workplace, 2013

10.
How do you preserve your culture while
scaling your organization quickly?
Shelly Myers
BambooHR
Daniel Dean
BambooHR
Alicia Garibaldi
Lever
Jackie Dube
The Predictive Index

11.
How do you preserve your culture while scaling?
● Be intentional, clear and concise
● Ensure your culture becomes a part of your
company’s DNA
● Have the right tools in place
● Act on feedback you receive
● Off-site meetings for all employees to
continue to instill culture

12.
What L&D programs
have you put in place
to help develop a
learning culture?
Shelly Myers
BambooHR
Daniel Dean
BambooHR
Alicia Garibaldi
Lever
Jackie Dube
The Predictive Index

13.
What L&D programs do you have in place to help
develop a learning culture in your organization?
● Make it a priority
● Encourage both managers and employees to
take the lead
● Monthly show and tell about their projects
● Be honest, open and communicate
● Consider lunch and learns, tuition
reimbursement, etc.

14.
Questions?
Shelly Myers
BambooHR
Daniel Dean
BambooHR
Alicia Garibaldi
Lever
Jackie Dube
The Predictive Index

15.
Thank You!
Follow BambooHR, Predictive Index, and Lever on social media:
bamboohr.com | predictiveindex.com | lever.com