When people hear “company culture,” they often think it’s a term synonymous with office environment, like whether or not there are free snacks or Casual Fridays or an in-office gym. Of course, those things are really great, but realistically these are just perks. They live within four walls of an office building and don’t quite apply when people head home at the end of the day. Company culture, on the other hand, is something that exists within us.
At N2, we’ve seen this play out firsthand. Most of our team – more than 800 sales people – works remotely all across the United States. There is no shared office space. And despite the geographical differences, we still have an N2 company culture – a culture that each person knows by heart and lives out by action.
We know, we know. To claim we have a culture that somehow finds its way into the hearts and minds and behaviors of all of our people sounds really cool, but also impossible. So, who better to share valuable insight into our unique culture than the man, the myth, the president Earl Seals. Without further ado, here are Earl’s quick thoughts on fostering N2’s culture within our sales force.
WHAT DOES CULTURE MEAN TO N2?
It is a compass for who we are. It keeps us on track so we don’t lose our way. It is the soul of N2.
WHAT MAKES N2’S CULTURE DIFFERENT?
Most organizations are profit driven. N2 is heart driven. We care for the heart and health of people, and in doing so, our culture sustains the very people who create our success. The people ARE our success.
WHY IS CULTURAL FIT IMPORTANT IN THE AREA DIRECTOR ROLE?
Life is about so much more than sales, income, and personal success. If we can’t succeed together, with people we like and in an environment we love, then we find ourselves dreading our days. No one is an island on our own, so “we not me” is not only an important philosophy to tolerate but to embrace. The power of one will never outweigh the power of the team.
HOW DOES CULTURE PLAY A ROLE IN THE RECRUITMENT PROCESS?
The organizational culture is one of the first things the candidate is exposed to. Prior to the final acceptance, there is a thorough vetting process. During this time, one-on-one conversations help us to discover whether or not a candidate is the type of person we really want to be in business with. And we continually work to sustain and protect our organizational culture even after a candidate is accepted.
HOW DO PERSONAL RECRUITS HELP TO FOSTER OUR CULTURE?
Overall, more than half of the Area Directors come from someone who already works with N2. I think the culture of tolerance, kindness, forgiveness, patience, faith, and many other characteristics naturally attracts those who embody those same characteristics. Likewise, it is only natural that many friends of team members have these traits in common and, therefore, would also be attracted to the N2 environment.
WHAT IS THE DIFFERENCE BETWEEN A CULTURAL FIT AND A CULTURAL ADD?
A cultural add is someone who fully embraces the culture. They not only understand the benefits of sustaining it, but the danger in losing it as well. Someone who adds to our culture is not afraid to independently defend our culture when they see anything out of line.
Could you live out our culture while working remotely? Tell us about yourself!
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