A culture rooted in Owkin's mission
Owkin, biotech specialized in AI for complex biology, has always placed its mission at the heart of its corporate culture: find the right treatment for each patient.
The founding values of Owkin, including care and curiosity, were embodied from the outset by its co-founder Thomas Closel. For him, “everything starts with Care.” These values, combined with a constant commitment to transparency and humility, laid the foundations for a strong and coherent culture.
Redefining values to make them memorable
First iteration: towards more clarity
Initially, Owkin explored its values by relying on three categories:
Living: The values already lived.
Reinforce: The values to strengthen.
To acquire: The values to acquire.
This participative process led to the definition of eight values. However, internal surveys revealed that this high number made the values difficult to remember and act on.
Second iteration: a simplified and actionable culture
A dedicated team (Chief People Officer, People & Culture Director, internal communication manager) reviewed the model to simplify it. Result: four key values emerged, each accompanied by clear definitions to ensure a shared interpretation.
Owkin's values are now:
💜 Care
🤝 Collaboration
🔎 Curiosity
🎨 Creativity
"We wanted the values to be an integral part of our daily lives."
Integrating values into employees' daily lives
Assessing and celebrating adherence to values
To reinforce the embodiment of values, Owkin has implemented semi-annual evaluations “What and How”:
What: What has the person accomplished?
How: To what extent have they embodied Owkin's values?
Employees self-assess on a scale of 1 to 5, and specific testimonials are shared at annual seminars to celebrate the Values Champions.
Supporting managers as pillars of the culture
Managers play a central role in spreading values. Owkin supports them through:
Dedicated training: Understand and embody the values.
Q&A during All Hands: Address cultural and organizational issues.
Leadership Office Hours: A direct line for employee questions.
Engagement surveys: Identify areas for improvement related to culture.
Supporting managers through People Partners
The People Partners support managers at all stages of their role, from integration to managing complex situations. This continuous support promotes better adherence and consistency in embodying values.
FAQ – Answers to frequently asked questions about corporate culture
Why is it important to formalize a company's values?
Formalizing a company's values provides a clear compass for all employees. It helps define expected behaviors, improve internal cohesion, and attract talent aligned with the organization's vision and mission.
How many values should a company have?
There is no universal rule, but it is preferable to limit the number of values to 3 to 5 to make them memorable and actionable. Too many or vague values risk being forgotten or misinterpreted.
How to integrate values into employees' daily lives?
Values should be translated into concrete and measurable behaviors. This can include semi-annual evaluations, training programs, or rituals such as ceremonies to celebrate exemplary employees.
What role do managers play in spreading culture?
Managers are the primary ambassadors of values. They must embody them daily and ensure that their teams adopt them. Training and supporting managers is essential to ensure their alignment with the company's culture.
What tools are used to measure adherence to culture?
Tools like engagement surveys, semi-annual evaluations, or 360° feedback are very effective in measuring employees' adherence to values. These tools also help identify areas for improvement.
What to do if subcultures emerge within the company?
Subcultures are not necessarily negative, but they must remain aligned with the company's main values. Open communication and training actions can help to refocus them if necessary.
Key takeaways
The culture must be driven by the CEO. This ensures a strong alignment between the company's mission and its values.
Less is more: Memorable and well-defined values have more impact than an exhaustive list.
Support managers: They are the pillars of the dissemination and embodiment of values.
Celebrate cultural successes: The “Values Champions” are an excellent initiative to strengthen team engagement.
Conclusion
Are you looking to transform your corporate culture into a real engine of engagement and performance?
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