Choose rituals that scale culture

Who this is for

Founder led lower-middle market companies with 5 to 50 million in annual revenue that operate across sites or shifts.

The quick answer

Use short weekly wins, customer outcome stories, and recognition tied to values. Run a simple all hands each month with metrics and shout outs. Hold manager circles to share fixes. Add cross shift handovers that include a thank you and the top risk for next shift. Keep each ritual short and predictable.

The method in six steps

Pick three core rituals
Weekly wins huddle of ten minutes. Monthly all hands of thirty minutes. Quarterly manager circle of sixty minutes.
Anchor on customer outcomes
Ask teams to share one story each week where a customer outcome improved. Capture the proof in one sentence and a number.
Tie recognition to values
Recognise individuals for actions that match the three behaviours in your ways we work. Keep the shout out short and specific.
Run the all hands with a set agenda
Three metrics, one lesson, three shout outs, and one question from the field. Share a recording for people on other shifts.
Add cross shift handovers
A five minute standup at shift change. Thank the outgoing team and name the top risk for the next shift.
Measure and tune
Use short surveys and attendance to confirm that rituals feel useful. Adjust frequency or format but keep the schedule predictable.

Example

A light manufacturer introduced weekly wins and cross shift handovers. Engagement scores rose and safety incidents dropped due to clearer risk handoffs.

Pitfalls and fixes

Long rituals that drift. Time box them.
Recognition that feels random. Tie to the behaviours you named.
Different sites doing different things. Share the same outline and allow small local tweaks.

Checklist

Three core rituals and agendas
Values based recognition prompts
Cross shift handover script
Recording and notes process
Quarterly tune up review