Interview with Katelyn Milanes, Director of Culture & Engagement at Fisk Lawnscapes

Prioritize culture as a strategic imperative, not a 'fluffy' add-on, as it directly impacts retention, recruitment, and overall business performance.

Implement a 'culture flywheel' with defined spokes like hiring for culture fit, establishing weekly rhythms reinforcing values, modeling desired behaviors, proactively coaching or addressing detractors, and consistently measuring results.

Don't just create core values; actively integrate them into daily operations through consistent manager check-ins, weekly feedback surveys, and regular team discussions.

Invest heavily in onboarding, using the first few months to deeply ingrain company culture, mission, and vision, helping new hires see a career path, not just a job.

Empower leaders to champion specific core values, creating opportunities to celebrate employees who embody them and provide support or corrective action when values are not met.

Recognize that internal brand building is as crucial as external branding; ensure employees understand the 'why' behind their work to foster meaning and belonging.

Show genuine appreciation through consistent touchpoints, even small gestures like bringing Gatorade to job sites, as this builds unity and synergy between field and office staff.