When entrepreneurs get started, they either want to build their company to have a successful eventual sale, or they imagine the generations after them. From day one of the journey, they are thinking about their “legacy”. 

Whilst some business gurus encourage new entrepreneurs to take things one day at a time, specifically looking at goals through a long-term lens can actually prove invaluable. For one, it encourages you as a founder (or part of a founding team) to look beyond today’s trends and consider how your product or service will continue to be relevant and impactful in the long run. It can also lay better infrastructure for how the company is managed and operated. Building a business for the long-term is a different type of building entirely.

In today’s dynamic and competitive business landscape, organisations are increasingly recognising the significance of building a lasting legacy. While financial success and market dominance are essential, true longevity lies in the strength of a company’s culture and the level of employee engagement. A positive work culture that fosters a sense of purpose, belonging, and personal growth not only attracts top talent but also drives innovation, productivity, and customer satisfaction. 

Company culture encompasses the values, beliefs, norms, and behaviours that define a business. It’s the foundation upon which employees build their relationships, make decisions, and engage with their work. A strong company culture that aligns with the organisation’s mission and values creates a sense of purpose and direction for employees, resulting in enhanced productivity and commitment.

A positive culture sets the tone for employee engagement, productivity, and overall job satisfaction – attracting and retaining top talent, enhancing collaboration, and driving innovation.

Building such an environment requires a holistic approach. It starts with leadership – and executives and managers play a pivotal role in shaping the cultural landscape. By embodying the desired values and leading by example, people at the top of the organisation set the tone for the rest of the company. Transparent communication, fairness, and inclusivity should be promoted to ensure that every employee feels valued and heard. Encouraging collaboration, providing opportunities for growth, and recognising and rewarding achievements are also key components of a vibrant company culture.

Employee Engagement: The Catalyst for Success
Employee engagement can be the driving force behind your business – often more important than business strategy – promoting a strong company culture that empowers employees can allow a business to reach new levels. 

Promoting and encouraging the emotional commitment and dedication that employees bring to their work leads to innovation, teamwork and company prosperity. Engaged employees are passionate, motivated, and fully invested in their organisations. When they feel that they are a part of the company, they share in its successes, willingly go above and beyond, leading to improved performance, customer satisfaction, and overall business success.

To foster employee engagement, there are four crucial elements: meaningful work, supportive management, career growth opportunities, and a sense of belonging. Assigning tasks that challenge and align with employees’ skills and interests gives them a sense of purpose and fulfilment. Empowering managers to provide guidance, support, and regular feedback builds trust and helps employees thrive. Organisations that prioritise career development through training, mentorship, and internal mobility signal to employees that their growth is valued. Lastly, creating an inclusive environment that encourages collaboration, diversity, and employee well-being fosters a strong sense of belonging and strengthens engagement. 

The rising tide of employee-owned businesses has been a testament to the vital role belonging plays in employee’s and business’ successes. There are now 1,000 businesses in the UK operating with an employee ownership model, including John Lewis and Richer Sounds. These successes demonstrate that regardless of the sector, the benefits for company and employee alike can be significant. 

Take the case of Cardinal – where a £15,000 investment and focus on employee voices has seen the firm become the biggest employee-owned logistics business in the world. 

Alongside improved financial performance, this business model creates an increased sense of ownership amongst employees, which helps maintain a company’s culture while fostering productivity, and encouraging innovation and creativity. 

When a team has a voice that helps guide high-level strategies, employees will see how much the company values their opinions. The business, meanwhile, will identify new and innovative ways to progress the company. 

Businesses that invest in building a lasting legacy through culture and employee engagement reap enormous benefits. A company with a reputation and legacy for a positive workplace attracts and retains top talent; and in today’s competitive job market, candidates seek organisations that align with their values, offer growth opportunities, and foster a positive work environment. 

We no longer live in a market in which the prospective job seekers are beholden to companies – it’s the worker’s market and employers have to make themselves a firm that people want to join. A strong culture and engaged workforce are powerful magnets for top performers.

A lasting legacy enhances employee productivity and innovation. Engaged employees are more likely to go the extra mile, take ownership of their work, and proactively contribute ideas. A positive culture that encourages collaboration and embraces diverse perspectives fuels creativity and problem-solving, leading to better outcomes and a competitive edge in the market.

Additionally, a lasting legacy strengthens customer relationships. Engaged employees who feel connected to their organisation are more likely to deliver exceptional customer experiences. When employees believe in their company’s mission and values, they become brand ambassadors, instilling trust and loyalty among customers and promoting the business’ name and brand. Having a strong legacy that shines throughout the industry can prove to be the best PR you can ever ask for.

In an era where companies rise and fall at an unprecedented pace, building a lasting legacy requires a strategic focus on company culture and employee engagement, as well as strategic financial planning. These pillars are not just buzzwords but powerful drivers of organisational success. Whether you think of legacy in terms of your business or your family life, it is within your control to build. 

It requires creativity to envision what your business could look like in the decades to come. It takes drive to work toward your vision. And it takes tenacity to approach every decision as an opportunity to grow your legacy.