How to Make Your Second Office Not Feel Like a Neglected StepchildSet a strong foundation of core values but let each work facility develop its own personality and practices.

By斯特灵考克斯

Opinions expressed by Entrepreneur contributors are their own.

People often refer to their startup as their baby. They are incredibly passionate about it, compare it to other firms and constantly evaluate how it's doing. Having a secondofficeis like raising a second child. Just when company owners think they've figured it all out, everything you knew goes out the window.

Even if the first office is successful, the best strategy isn't necessarily to create a replica of it in different locations.

As is the case wtih children, every office is unique. The people in each one may have different attitudes and worldviews. Physically, the spaces and locations are different, too.

My company, AlphaSights, has offices on three continents. The company's headquarters in London primarily houses Europeans. The New York office, which I manage, is mainly comprised of U.S. nationals. The Hong Kong office has an eclectic mix of people. Culturally, these teams are asdiverseas their cities.

Trying to impose a uniformcultureon each location is both impractical and counterproductive. The internal and external elements of each office, shaped by the individuals, their backgrounds and the differences in client demands, time zones and regional cultures, form a distinct sense of place.

Related:Why It's Time to Redesign the Way We Think About Office Space

The benefits of an organic culture.I strongly believe that a healthy culture is one that defines itself. When employees feel a sense of ownership, they're happier and more productive.

A company's diversity is an asset; it allows individual offices to be nimble in addressing local challenges and capitalizing on opportunities. By sharing insight and resources, each office learns from the others. If employees in different locations all do things the same way, a company'sexpansionmight not be successful -- and the staff might be bored to tears.

By providing a high degree of autonomy supported by a steadfast company foundation, it's possible to foster a vibrant, diverse culture in multiple locations. While the culture and people at each office may be unique, a common mission and a set of core values should unite employees regardless of location. For a second office to develop its own personality while upholding the values and vision of the company, a strong foundation should be put in place. Here are some suggestions for how to do so:

Related:Your Mission Statement May Be Utterly Useless or a Gold Mine

1. Create a team mission statement.Poll your employees to see what they consider to be key values. Even if you're inspired by another company's environment, your firm's culture must reflect the organization's unique DNA.

After reviewing and refining those values with company leaders, present them to the entire staff.

2. Instill the values in your employees.Every employee should understand how the core values direct the company. Invest time and energy in training your management teams on the unifying values and vision. When key employees internalize these values, they become part of the company's foundation and spread organically through their office environments.

Related:The North Star to Guide Your Startup: Core Values

3. Actively reinforce unifying values.Hold everyone accountable, regardless of which office they work from. By upholding consistent policies and attitudes, the company can demonstrate how each office empowers its team to be creative, confident and successful, but also ensures that the firm's values transcend physical location. This can be easily tracked and reviewed at monthly or quarterly feedback meetings. After discussions, talk with employees about how they perceive and practice the company's values.

4. Develop something unique.Whether it's a company-wide fantasy football league, an official mascot or a special vacation policy, employees need something that binds them. In our New York office, we have a giant panda in our reception area and a pool table to create a fun atmosphere.

5. Celebrate individual differences.Don't simply tolerate differences within the office; embrace them. Maintain an internal blog that showcases what's happening at different offices or hold friendly competitions between locations. My company hosts competitions for coming up with names of projects and grants five quarterly awards for outstanding performance to motivate and recognize employees.

Emotionally, company founders may find it hard to give up any control of something they've created. They might worry that a new office won't fulfill their vision. But founders should have have faith in their teams. After all the employees were hired out of trust. Staffers at the second office probably know the local market better than than those at headquarters. For them to take the dream forward, they need to make it their own.

Related:Diversity Defines Our Global Economy. Do You Speak the Language?

斯特灵考克斯

Managing Director of AlphaSights

斯特灵考克斯is the managing director of the U.S. offices ofAlphaSights。The information services company assists a global client base, including private equity firms, asset managers, strategy consultancies and corporate executives.

Editor's Pick

Related Topics

Business News

Colorado's Football Team Was Robbed at the Rose Bowl, and Coach Deion Sanders Wants Reimbursement

At a press conference, the former NFL and MLB superstar and now college coach asked the NCAA to 'do something.'

Franchise

Get in the Game By Exploring the Top Pickleball Franchises for Entrepreneurs

Pair your love for the sport and your entrepreneurial spirit with these five franchise concepts.

领导

How to Manage These 6 Different Workplace Personality Types

The ideal of treating all your employees equally doesn't always lead to optimal outcomes. Instead, cater your management style to individual personality types — then watch your staff blossom!

Business News

Armed Delta Co-Pilot Indicted After Threatening to Shoot Captain 'Multiple Times' Mid-Flight

Jonathan Dunn was indicted on October 18 by a Utah grand jury.

Collaboration

Demolish Your Company's Silos to Unlock Organizational Efficiency – Here's How.

Here are several actionable steps to breaking down silos within your own organization to unlock the agility and strength that come from collaborative ecosystems.

Business News

Bill Gates' Former Right-Hand Man Is Now the 5th Richest Person in the World

Ballmer was Microsoft's 30th employee when he started in 1980.