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You put the right people in and then the culture goes bottom up, says Urban. 3. Make transparency and flexibility a priority. Each Bounce Exchange department makes it clear to the employees what the job titles mean, how you can move up in the in company and what the salary ranges are for each position. There are also annual formal performance reviews at the end of each year, with a 360-degree peer review a month beforehand. There are frequent informal check-ins as well, and if someone is doing excellent work, they'll be recognized for it. If someone is just nailing it, some should get promoted at any time.

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