The war for talent in Health IT has never been more intense. At the same time, companies are learning on the fly how to grow and scale with a hybrid or completely remote workforce. The key to surviving and thriving in this type of environment is the strength of a company’s culture. Redox has placed a big bet on culture – and it is already paying off.
Culture
“My co-founder (Luke Bonney) put it this way: Culture is what happens when you’re not around,” explained Niko Skievaski, Co-Founder & President at Redox who sat down with us to share more about their culture-building and employee engagement activities at the company. “I think of culture as behavior at scale. The at-scale part is important because it’s not behavior of people with each other, it’s what happens across your organization. How do people treat each other on a day-to-day basis? How do they show up with customers within the industry? All of that is encompassed in culture.”
Culture is so important to Redox that Skievaski has dedicated more of his time to focus on it. He sees culture as a strategic imperative and a critical differentiator. With leadership endorsement, he has even developed a ‘training course’ of sorts to help arm key employees with the skills needed to foster a positive team environment.
Culture Ambassadors
“We call it Camp Redoxy,” said Skievaski. “We bring people into the woods for three days either in Austin, Texas or Boulder, Colorado. We get super deep on what it means to build a sense of belonging, to build a collective flow within your organization, to really live the values, protect them and bring them out in others. For people who have attended, it’s been transformational. But the impact that they make within their teams has been really where we’ve seen the ROI.”
After spending time at Camp Redoxy, employees are considered to be internal culture ambassadors and are tasked with helping to build and protect Redox’s company culture. For example, when someone posts something to a company Slack channel that is unintentionally offensive or exclusionary, the culture ambassadors leap into action to diffuse the situation before it festers. If necessary, they escalate to senior management or directly to Skievaski.
These “culture bombs” as Skievaski describes them, are best dealt with quickly and it would be impossible for just one person to catch every such incident.
This leadership-backed and formalized approach to engaging employees in building their corporate culture, won Redox the 2022 Medigy HITMC Award for Employee Engagement Campaign of the Year.
Watch the full interview with Niko Skievaski to learn:
- How drawing a line between what you do and how you impact patients is so important
- What was the corporate trauma Redox experienced that motivated Redox leadership to put more focus on their employees
- Why helping Redox employees bring their “whole self to work” is so important
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