Revealing the essence of company culture after the founders' departure
In 2012, Cheerz was founded by two young ambitious entrepreneurs who wanted to transform the photo printing market. Thanks to an innovative vision and impactful marketing campaigns, the start-up quickly experienced exponential growth.
Acquired in 2018 by the Cewe group, Cheerz continued to thrive while maintaining a strong culture, but still largely implicit, driven by its founders.
In 2020, the pandemic marked a turning point: the distancing of teams made necessary the explicit formalization of the culture, which resulted in a culture book.
In 2022, with the departure of the co-founders and the arrival of Ana Sculy-Logotheti as CEO, Cheerz undertook a reworking of its values to make them more coherent, memorable, and in line with its mission.
The three pillars of the Cheerz culture
Kindness: Benevolence as the foundation of psychological safety
Cheerz places psychological safety at the core of its DNA. This means knowing how to express oneself without fear, actively listening, and providing an environment where each employee can be themselves.
Concrete example: This benevolence also extends to the customer experience, where every photo is handled with love and respect.
Bold: Innovation as a driver of transformation
Cheerz values boldness and an entrepreneurial spirit. This value is reflected in the constant encouragement to propose new ideas, take initiatives, and aim for ambitious goals.
Notable fact: This boldness has allowed Cheerz to develop innovative products that stand out in a highly competitive market.
Cheer(z)ful: Positive energy as Cheerz's signature
Enthusiasm and optimism are strong markers of Cheerz culture. This is reflected both in the customer experience, which aims to "put a smile on one's face," and in the interactions between employees.
In practice: Internal events, such as annual seminars, are designed to celebrate successes together and nurture a collective spirit.
Key steps to formalizing a strong company culture
Clarifying the company's mission
Before reworking values, the mission was redefined as an essential prerequisite. Cheerz refocused its ambition on a clear vision: "Make people smile."
Collaborative process for co-constructing values
Stakeholder survey: A simple question was asked to customers, partners, and employees: "Cheerz in 10 words."
Objective: Identify the most recurring terms.
Collaborative workshops: 18 voluntary employees from different teams participated in workshops to refine the proposals.
Refinement by a dedicated working group: With the help of a copywriter, the values were reworked to become more concise and memorable.
Presentation of values at the annual seminar: A key opportunity to share the new values with all teams.
Dealing with values as operating principles
The values are not just concepts but concrete behaviors. Cheerz is currently working to define operating principles, with a group of employees dedicated to this task.
The role of leadership in embodying values
Leadership embodied by the CEO
Ana Sculy-Logotheti naturally embodies the values of Cheerz through her management style. For example:
Writing a personalized note to each of the 140 employees to strengthen proximity.
Setting up training programs on psychological safety.
Encouraging transparent and fair communication.
FAQ – Answers to frequently asked questions about company culture
Why link culture and company mission?
The mission gives a clear direction to the company. A culture aligned with this mission reinforces internal coherence and improves talent attraction.
How to make values memorable?
Using simple words, or even acronyms, facilitates memorization. Associating each value with concrete behaviors enhances its impact.
How to integrate culture into daily management?
Actions like regular evaluations, psychological safety training, and collaborative workshops allow living the culture daily.
What is the role of leadership in company culture?
Leaders set the example. Their behavior directly influences the adoption of values by teams.
Key lessons learned
Simplicity above all. Simple and memorable values promote integration.
Align mission and culture. A culture coherent with the mission strengthens engagement.
Embodied leadership. Leaders play a central role in infusing values.
Involve all stakeholders. Employees, customers, and partners must participate in defining the culture.
Conclusion
Do you want to transform your company culture to become a growth driver?
Subscribe to our newsletter for exclusive advice or contact us directly to learn how to align mission and culture in your organization: contact@the-dots.co