The Power of Corporate Traditions

Entrepreneurs are often so focused on strategy, profitability, and market positioning that they overlook a crucial aspect of business success — corporate organizational traditions. These traditions, whether formal or informal, play a significant role in helping employees understand company goals more quickly, fostering unity among staff, and building a culture of loyalty and belonging.

In my decades of corporate and public service, I have realised that the things that stand out most in the memory of members of staff are not just the fantastic pay packets or the juicy commissions but the corporate traditions of the organisation. It is the traditions that transform staff into a purposeful workforce bound by common desires to achieve organisational goals. It could start from the way new employees are received, the on-boarding, the monthly or bi-monthly bonding activities and even periodic staff reviews and reward.

For a company to thrive, its employees must not only know what the company stands for but must also feel emotionally connected to it. This sense of belonging enhances productivity, teamwork, and long-term commitment. We will explore why corporate traditions matter, how they can be effectively established, and a few examples of traditions that I have enjoyed and implemented in some of my own companies.

The Need for Corporate Organizational Traditions

Traditions promote a faster understanding of company goals. Organizational traditions serve as practical, recurring reminders of company values and objectives. For instance, a company that values customer satisfaction might have a tradition where employees share “customer success stories” during meetings. This consistent practice reinforces the company’s priorities without requiring lengthy memos or training sessions. When employees repeatedly experience and participate in activities that reflect company values, they internalize these principles faster. New hires, in particular, benefit from structured traditions that help them grasp expectations and company culture quickly.

Corporate traditions help to boost loyalty among employees. In today’s job market, where job mobility is almost a constant, loyalty is a rare commodity. However, traditions create emotional connections, making employees feel like they are part of something bigger than just a job. A simple tradition like celebrating work anniversaries, rewarding great performers or hosting an annual retreat can make employees feel valued. These small but meaningful acts show workers that they are not just numbers but important members of a family. When employees feel emotionally invested, they are less likely to leave for a slightly better salary elsewhere.

Good organisational traditions help employees to bond easily, thus creating unity and enhancing team spirit. A workplace where employees feel disconnected from one another can be toxic and unproductive. Traditions foster team spirit by creating shared experiences. Whether it’s through team-building exercises, birthday celebrations, or end-of-month gatherings, these moments break down barriers and encourage collaboration. I once worked in an organisation with an “Open Work Space Friday” tradition. Everyone dressed as casually and comfortably as they wanted and titles were not relevant. Everyone was encouraged to share their ideas, irrespective of roles, in an informal setting. This helped employees feel comfortable communicating with management.

Corporate traditions should not only focus on work but also on play. Stress and burnout are major challenges in modern workplaces. Recreational traditions provide employees with a necessary mental reset. It could be monthly game nights or fitness challenges, traditions that encourage fun, boost morale and prevent burnout. Employees who have opportunities to relax and bond with colleagues are more likely to enjoy coming to work.

How to Establish Effective Corporate Traditions

Creating meaningful traditions requires intentionality. Here’s how entrepreneurs can implement them effectively:

1. Align Traditions with Company Values

Traditions should not be random. They must reflect your company’s core values. If a company values innovation, it could start a monthly “Innovation Challenge” where employees pitch creative ideas. If teamwork is a priority, regular team-building retreats might be ideal.

2. Get Employee Input

For a tradition to be effective, employees must enjoy and appreciate it. Leaders should involve their teams in the decision-making process. A simple survey or open discussion can help identify what activities resonate most with employees.

3. Be Consistent

A tradition loses its impact if it’s not consistent. Once implemented, it should be held regularly—whether weekly, monthly, or annually. Employees should come to expect and look forward to these traditions.

4. Keep It Simple and Inclusive

Overly complicated traditions may not last. Simple activities that require minimal preparation are more sustainable. Additionally, traditions should be inclusive so that all employees, regardless of background or personality, feel comfortable participating.

5. Lead by Example

Leadership participation is crucial. If employees see that managers and executives actively engage in traditions, they will be more likely to take them seriously. Leaders should set the tone by fully embracing company traditions.

Examples of Corporate Traditions That Work

• Morning Huddles – A quick daily meeting where teams align on goals, recognize achievements, and share motivation for the day.
• Employee Recognition Days – A monthly event celebrating outstanding employees to boost morale and motivation.
• Themed Workdays – Days where employees can dress according to themes (e.g., cultural day, favourite colour day) to add fun and reduce workplace monotony.
• Community Service Days – Employees volunteer for a cause together, reinforcing corporate social responsibility and team spirit.
• Birthday and Work Anniversary Celebrations – A simple cake and appreciation message can go a long way in making employees feel valued.
• Learning and Development Fridays – Dedicated time for employees to learn something new, either through guest speakers or skill-sharing sessions.
• Retreats or Getaways – A time to relax, reflect, and bond outside the office environment. It could be annually or bi-annually.
• Town Hall meetings – Monthly informal chats between employees and executives to break down hierarchy barriers.

Entrepreneurs who invest in meaningful traditions find that they not only cultivate a stronger workplace culture but also experience higher employee retention, improved teamwork, and increased productivity. By establishing and maintaining corporate traditions, entrepreneurs can transform their businesses into environments where employees feel valued, motivated, and committed to long-term success. Try it!

Fatherhood with Ibe

An African Mother’s Journey into Gentle Parenting (2)

Ijeoma’s story was one that resonated with me, not just because I knew a bit about her own childhood challenges but because I am uncomfortable with the use of physical violence as disciplinary measure with children. I have seen parents go overboard and inflict lifelong scars on their kids because these punishments are always delivered in moments of deep provocation, disappointment or anger. I know that many parents have silently regretted these harsh punishments but many still swear by it because they believe that it is the African way of training a child and keeping him on the straight and narrow.

Here is the concluding part of Ijeoma’s story as she navigates the unfamiliar waters of Gentle Parenting:

“I had listened to all the discussions and presentations. They made a lot of sense but I still had my doubts. Would gentle parenting really work in an African home, where respect is paramount and a child’s obedience is not a request but a demand? Would I be turning my children into those western kids that would tell their parents ‘Don’t be silly, Mum.’ The very idea was abhorrent. I shook off the doubts and decided to try, afterall, it wasn’t as if I could not stop at any time if I felt it was counterproductive.

The first opportunity to test the new technique as I privately termed it, came sooner than I expected.

That afternoon, Chisom, my oldest child, snatched his younger brother, Kene’s toy car and ran, giggling. Kene, in tears, chased after him. My usual reaction would be a loud slap on Chisom’s back, a sharp rebuke telling him how mean and irresponsible he was, and a command to apologize.

Instead, I took a deep breath and drew the crying Kene into my arms. I called his brother.

“Chisom!” He froze and started apologising as he dropped the toy. I told him to pick up the toy and hand it back to his brother. He picked the toy and approached his brother and I with fear. In fact, he was trembling.

“How would you feel if Kene took your favourite toy without asking?”I asked him.

He frowned, thinking. “I won’t like it,” he admitted.

“Exactly!” I said. “So what do you think you should do now?”

Chisom shuffled his feet. “Say sorry?”

“Yes,” I encouraged, “and ask before taking next time.”

He nodded and mumbled an apology to Kene as he handed the toy back. I think Kene was disappointed that Chisom got off without a beating and I felt bad that my children had come to expect being beaten as a normal thing.  I was more determined to continue the gentle technique.

Another test came in no distant time.

One evening, my mum was visiting so I went to pick her from the park and came home to meet the children’s lesson teacher looking flustered. She said Chisom had refused to do his homework and had flung his lesson book away saying he hated Maths. I felt my temper rising. In my childhood, such behaviour would have been met with a stinging slap and a long lecture on how lucky he was to even have an education.

My mother sighed dramatically from her chair. She knew the usual drill so all she could do was to tell me to calm down. That was what snapped me back. I wasn’t going back that way.

I called Chisom who had gone to lock himself in his room. As soon as he heard my voice, he started crying and explaining that he found Maths too difficult to comprehend.

“Was that enough reason to disrespect your teacher? Don’t you know that what you did was disrespectful?” I asked him.

Chisom went immediately and apologised to his lesson teacher telling her that he didn’t mean to disrespect her.

I took another deep breath.

“What’s making the maths hard for you?”

He sniffled. “I don’t understand it.”

“Okay,” I said, “let’s try to figure it out together.”

It took time but when he finally solved a problem unaided, the grin on his face made it worth it.

Much later, my mum called me aside. She was worried that a mere reprimand might not be enough to stop Chisom from repeating that act of stubbornness.

“Much as I don’t like beating children with belts and chains and planks like your father did, you can’t raise a child without cane.” She said. “Without proper discipline, they will walk all over you.”

“Mine won’t, Mama.” I said. “There are ways to discipline a child without maiming him like you and Papa did.” I used to excuse her in my mind but obviously she was in silent agreement with her husband to inflict injuries on her children in the form of punishment.

There were still tests ahead.

One Saturday afternoon, while preparing lunch, I heard a crash in the sitting room. Rushing in, I found Kene standing beside the pieces of my favourite decorative vase on the floor.

Rage surged in my chest. I had told them several times not to play near the shelf and stands that showcased some of my fragile decor items.

“Kene! Do you know how expensive that vase is? Do you ….” I stopped halfway, closed my eyes, and exhaled.

Tears welled in Kene’s eyes. “I’m sorry, Mummy. I was running and ….”

Normally, I would have beaten him at that point but instead, I crouched down.

“I’m angry,” I admitted, “because this vase was special to me and I have told you many times to take your games outside.”

“I am sorry, Mummy. I wasn’t playing. I was running to call Chisom because his favourite cartoon was showing. I just slipped and fell and hit the stand. I didn’t do it on purpose. Please Mummy.”

The full weight of this new technique hit me. I was quiet for a while, gathering every ounce of patience within me.

“I know you didn’t do it on purpose.” I said, finally. “Stop running around the house. This is not the first time that you have slipped on the tiles. Last time you got a big wound, this time you have broken a vase. If this matter comes up again, I will punish you.”

Kene sniffed. “I’ll not run in the house again, Mummy.”

I nodded and told him to get a broom and packer to clean up the mess.

That night, I lay awake, wondering if I was doing the right thing.

My answer came a few days later.

We were at the mall when a little boy tripped and fell. The child’s mother yanked him up and slapped him hard. “Do you have eyes or not?” she scolded.

Kene flinched. Then, he turned to me and whispered: “That boy must feel very sad.”

“And frightened.” His older brother chimed in.

I looked at them, startled. In that moment, I realized something.

My kids were not just obeying me out of fear — they were learning empathy. They were beginning to understand emotions, both theirs and others’.

That was when I knew that I would continue with gentle parenting. It would take patience and I may trip off a few times, it would invite criticism from some quarters too but I would do it because it is shaping my children into kind, thoughtful people.

And maybe, just maybe, it is also healing something in me too.

**Thanks Prof for sharing my story.