FAQ

  • Yes! You can take the employee pledge. Conscious cultures emerge from the sum total of everyone in a company, so individual employees are encouraged to take the pledge on their own as well.

  • No. The whole point of the Conscious Culture movement is that we’re providing an array of tools, techniques, and tips to improve culture, but doing so is a choose-your-own-adventure mission. No two businesses are exactly alike, and no two companies are going to adopt these principles in the same way. It’s up to you to say, “Hey, I like what Bolt’s done with how they organize meetings” and then take our playbook and use it for yourself.

  • This is going to be on us. We’ll be putting out pledge-signers-only content and information, as well as making links between companies we think could benefit from one another. But if you see someone else who has signed that you want to connect with, please reach out to us. We’ll happily ask them and then make sure the synapses fire.

  • Conscious Culture comes from our experience at Bolt. As the organization grew, we found that we needed to codify what made Bolt work well—and improve those parts of the company that didn’t. This created a whole series of discussions and conversations about “company culture”. Culture was important to our employees. So rather than just treat it as the always-pushed-back Google Calendar invite, we decided to invest in it, iterate on it, and link humanity and execution in our culture—then share the results.

  • We’re going to be amplifying those companies who commit to these principles and be loud about what they’re doing. So, in the narrowest sense, the benefit is that we’ll be telling your story in different places and ways, because we think companies who commit to Conscious Culture need to be celebrated. That might help you in everything from attracting top talent to connecting with other Conscious Culture partners. The real benefit is internal. A team that takes culture seriously is more likely to run experiments to improve its culture. Little changes add up to big improvements. And over time, your company becomes a better place to work.

  • The simple answer: it means that you’ve committed to turn culture from something that just happens at your company to something you make happen. Think about it: for all the time companies big and small spend on marketing, product design, engineering, and recruitment, how much time do we spend deciding what kind of place is going to do all of those things? It’s one of the funny paradoxes we noticed at Bolt. We had built a culture unconsciously, and we knew it could be better if we did it consciously. That’s why we started conscious.org, so that we could build a movement of companies committed to bridging execution with humanity.

  • conscious.org hosts detailed playbooks and guides to help implement Conscious Culture. Some of these you can already see live today, and we’re working to create new content as we learn more from our own experiments, tests, and tweaks. When we find a better way to run a meeting or do performance reviews, we’ll share it with gusto. We’re also going to draw on experts and other companies, and we’ll distribute their stories of conscious culture as a way of learning and inspiring—and helping to make Conscious Culture tactical and practical. We’re eager to share not just the results of our conscious cultural shifts, but others as well. Finally, we’re going to connect companies in our conscious culture network with one another. We have found that good ideas have come to us from our links with other firms—both those in our industry and those adjacent to it. So we’ll pair up companies within our network (with their permission, of course) to make sure they can learn from each other and trade tips. We aren’t in the business of dictating exactly what a conscious culture is—there’s no grade at the end of this process, nor are we giving out a test. For us, conscious.org is a repository of great ideas and ways to build better companies that connect humanity with execution. If we can push the world even a little bit further in that direction, we’ll have considered this a huge success, and we’ll do everything we can to bring that to pass. Put more simply: We’ll be transparent, share every good idea that comes our way, and help Conscious Companies rise together.

  • conscious.org hosts detailed playbooks and guides to help implement Conscious Culture. Some of these you can already see live today, and we’re working to create new content as we learn more from our own experiments. When we find a better way to run a meeting or do performance reviews, we’ll share it with you. We’re also going to draw on experts and other companies, and we’ll distribute their stories of conscious culture as a way of learning and inspiring—and helping to make Conscious Culture tactical and practical. We’re eager to share not just the results of our conscious cultural shifts, but others as well. Finally, we’re going to connect companies in our conscious culture network with one another. We have found that good ideas have come to us from our links with other firms—both those in our industry and those adjacent to it. So we’ll be looking at ways to make Conscious Culture a true community so everyone can learn from each other. For us, Conscious Culture is a space for a community of companies to come together around the common goal of building better companies that connect humanity with execution. If we can push the world even a little bit further in that direction, we’ll have considered this a huge success, and we’ll do everything we can to bring that to pass. Put more simply: We’ll be transparent, share every good idea that comes our way, and help Conscious Companies rise together.

  • We’re asking companies to sign the Conscious Culture Pledge, which signifies that they’re on board with the mission of this movement: thinking more consciously about company culture. What you do from there is up to you—but we’re here to help! We’re compiling and organizing the best practices on company culture at conscious.org as well putting the spotlight on others who are doing great work in this area. If your company has a story to tell or wants help in some aspect of culture, that’s what conscious.org is here for.

  • For the same reason we created conscious.org: because you believe company culture can be better. Signing the pledge turns a passive commitment into an active one. We don’t think of the pledge as a panacea. It’s a place to start from. You’ve decided that you want to work on and improve your culture, and signing the pledge sends that signal to all parts of your organization and beyond. In the future, the community of Conscious Culture companies will be able to connect, share experiences, and contribute to best practices and resources. Consciou.org will be a place where you can champion your culture wins.

  • Because we found these principles worked for us. They helped us take the sometimes nebulous concept of “culture” and turn it into something tactical and tangible, one that benefits both the business and our people. Sadly, “culture” has become one of those buzzy concepts that can basically be used in any circumstance. We wanted to make it more concrete—to give people a mix of culture principles and conscious tactics that worked. Importantly, these operating values aren’t set in stone. One of the virtues of being a small, rapidly-growing start-up is that we want to iterate on everything—including these principles, if and when change is appropriate. And we want to take you along on that journey, good and bad, so that we can grow consciously together.