Business leaders know that engagement and retention are critical to a productive workplace. A recent study by TinyPulse found that work culture is one of the top correlated factors to employee happiness, and that colleagues are the number one thing employees love about their job.

Man’s best friend knows a thing or two about love and dedication to human companions too. So who better to talk to than Rover.com – The Dog People themselves – to find out what makes them one of Seattle’s Best Companies to Work For…

I recently interviewed Jovana Teodorovic, Head of People and Culture at Rover.com – Voted one of Fast Company’s “World’s Most Innovative Companies of 2018” – to discover what this transformative company is doing to Attract, Motivate and Retain top talent in its corner of the data science sector.

RP: In a nutshell, what does Rover value most in an employee? And what do you do to help bring out those values in an employee?

JT: “We look for candidates who feel a connection or attraction to our company values, once those candidates become employees, we use our values to guide our behaviors, expectations and interactions within the company. In a nut shell however, we are equal parts performance, people, passion… and dogs!

“We live our values in everything we do, they are a part of goal setting, employee reviews, job leveling and promotions, and behaviors day to day in the office. Employees receive training on the values, but more than anything, employees are a part of a culture where everyone aspires to live the values and treat one another in ways which help foster and further the culture we’ve built.”

RP: What does Rover do to attract the ideal candidate who shares these values?

JT: “We lead by example; our leaders showcase these values in their behaviors, attracting like-minded people to Rover. We talk about our employer brand on our careers site, in blogs and videos, we share our message and our brand with the community.

“We work hard to highlight our culture and values and have been recognized by many best places to work awards and publications, people notice the recognition we’re getting and remember us when looking for a new job.

“Once candidates apply, we are very diligent in interviewing for core value fit; we look for candidates who will help us continue living our values as we grow, and we don’t compromise on culture fit or off values behavior if it does occur.”

RP: What does Rover do to motivate an employee, both intrinsically and extrinsically?

JT: “We reward strong performance via many employee programs, awards and reviews. We celebrate our successes together and offer a high level of transparency internally so people can feel accountable and rewarded for their outcomes.

“That said, the culture itself is likely the biggest motivator. We work with such inspiring, wonderful people, being able to do the right thing for them as well as to serve our community of sitters and owners is incredibly motivating. The feeling you get when you impress someone you admire is difficult to beat.

“The key is surround people with coworkers and leaders that they respect, inspire them through every day interactions with leadership, and help them motivate each other with their successes. It’s simple and cyclical, but very hard to do.

“You have to hire well and work every day on maintaining a culture with the right balance of performance, accountability, venerability and heart. And so far, we’ve done an amazing job of that.

“I’m motivated by my work every day, even after over 2 years at Rover because I work with such inspiring people. Creating value for them and making a difference in their lives is the biggest motivator for me.”

“Swag, in a lot of ways, is a physical manifestation of culture”

RP: What do you think contributes to the successful retention of employees at Rover?

JT: “The culture we’ve built, the impact employees make when they work here and the community they’ve built around each other. It’s hard to leave a great group of people that you get to work with every day, especially if you have fun doing what you do.”

RP: What might Rover do to recognize outstanding performance – including delivery of that recognition?

JT: “A team wide email, a big shout out on slack, an announcement or recognition in a meeting, or a meaningful treat or physical sign of recognition, such as a sentimental gift or thank you card from the team.”

RP: In your opinion, what role if any, does “swag” play in Employee/Company Culture?

JT: “Swag, in a lot of ways, is a physical manifestation of culture. You get to wear something that embodies the company you love to work for, the brand you love to build or the community you’re proud to belong to.

“It also helps you further your employer brand, share your story with new people in your network or just makes you feel good and rewarded for the great work you do. If you love your company, you love their swag and enjoy wearing it. I know I do!”

It’s easy to see the synergistic effect on a company when employees embrace company culture. Getting the most out of employees will always be a cornerstone to any successful business. Perhaps just as important, is what we do to inspire that type engagement and culture.

What are you doing now to embody your company culture?