Writer Annie Dillard once said, “How we spend our days is, of course, how we spend our lives.” Many of us spend most of our time dedicated to work. For this reason, people want to be part of a family at work - one that works towards common goals and has fun in the process.

Workplace culture is an extremely important aspect that businesses need to focus on; it’s key to the success of any organization. Why not be known as a place that prides themselves on being somewhere that people love to work? With an employment market like today's employers can't afford to ignore culture.

This month, I invited my very own amazing clients from TimePlay and StreamSix - Oren Rosen and Gidon Kerbal - to sit down and discuss how they’ve been able to facilitate the incredible culture that these organizations are known for.

Oren Rosen is a seasoned business executive with over 20 years of experience working with the largest companies in the world, including Walmart, Teachers Pension Fund and other Fortune 100s. He's an experienced CEO who is now leading charge of TimePlay and StreamSix in reimagining entertainment by ushering in the age of social interactive experiences.

Gidon is a commercially focused CFO who’s passionate about growing businesses, and has been doing so for the past 20 years. He is now focussed on building TimePlay and StreamSix with Oren and the rest of the team, passionate about developing win-win-win partnerships with all stakeholders in the business, such as: employees, clients, vendors, shareholders, and bankers.

We've been working for quite some time to build the amazing workplace culture at TimePlay and StreamSix. Here is what they had to say about what drives their passion to make these companies an amazing place to work, and how they do it.

Why do you think workplace culture is important and why should employers prioritize it?

“When we first got involved in TimePlay and StreamSix, the culture was paramount in creating a place where people want to do their best. In today’s day and age, we’re in the business of people - they’re our biggest asset. We need to make sure we’re maximizing that environment to allow people to do their best. One example of that is creating an environment that is “safe to risk.” If our people are fearing failure and judgment, they’re not going to do their best but rather play it safe. We can’t survive on ‘safe’ today because we need to push the limits. Our people must be willing to go above and beyond in order to do that.” - Oren

“In our business, we make technology products - products that don’t have faces to them. But really, behind the products are faces and people. These people don’t work in isolation, they work in teams;  we have deadlines and general business pressures. Having a strong culture allows those teams of people behind our products to work more cohesively. Without a strong culture that encourages risk taking and innovation, it becomes much more challenging for everyone to meet their work objectives and ultimately get home on time. - Gideon

What are some other characteristics that define a great workplace culture?

“First and foremost, having an awareness of treating people the way you want to be treated is key. Secondly, competition is at an all time high and you have to innovate to survive. We need to create a culture that pushes the limits of innovation, and one that works hard to play hard.” - Oren

“It [culture] cannot be contrived either, because team members see right through that. It has to come from a natural place. We regard our people as part of our family - it’s part of the culture that we want to instill. As the business grows - not only in the hiring process do we need to make sure there’s a culture fit - but once they’ve joined the team they need the tools to be aware of our culture and exude it.”  - Gidon

What are some of the biggest mistakes leaders can make in trying to develop a good workplace culture?

“Not having patience is probably the biggest mistake a leader can make. We’re all passionate about our businesses and achieving our goals. Sometimes the reality of business gets in the way and people get impatient. In addition, not communicating can get you in trouble. When people are struggling, you need to communicate with them. In most cases, that team member is not the only one having a problem. Being able to share it with others can avoid a bigger problem down the line.” - Gideon

“Avoiding tough decisions is a big mistake as well. For example if there is a team member who's not the right fit, leaders might postpone the termination because - like we mentioned before -  our team members are treated like family when you have a culture such as ours. It’s a tough decision but you’re not doing anyone any favors by hanging on too long. I always say, clarity is kindness - for the employee and the organization. - Oren

What are some easy and simple practices that employers can put in place to positively impact their workplace culture?

“We’ve adopted a process called EOS, Entrepreneurial Operating System. With that

comes many different disciples. People crave direction and leadership. Being as clear as you can be about the vision, mission and values, as well as where you’re headed is important. Checking in on a regular basis is key to ensure everyone is on track in working towards those common goals and doing so in a way that is conducive to the culture you want to create.” - Oren

“When we started implementing EOS, we wrote down our core values for the workplace environment that we wanted to have. We articulated our six core values, then invited all leaders, managers and team members to participate in crafting the words, making sure everyone had an understanding and was in agreement.” - Gidon

What would you say is the link between culture and financial performance?

“Peter Drucker once said, “culture eats strategy for breakfast.” Any team that works together will be able to achieve more if they can lean on each other. When employees can bounce ideas off each other, the end result is 10x greater which often means a better financial outcome.” - Oren

“On the expense side, having a strong culture reduces staff turnover which is a massive cost to any organization.” - Gidon

Where can our viewers get in contact with you both to continue the conversation?

“We’re both on LinkedIn at Oren Rosen and Gidon Kerbel, and you  can find TimePlay and StreamSix on Instagram, TikTok and LinkedIn. You may also visit  our websites: www.streamsix.com and www.timeplay.com.”