One of the biggest challenges in scaling a company is ensuring that growth doesn’t dilute what made it successful in the first place—trust, passion, and a shared sense of purpose. In the early days, when Palisis was just a handful of people, strong personal connections were easier to maintain. As the company expanded, we had to make a deliberate effort to keep those relationships and values intact.
Culture isn’t just about office perks; it’s about how people work together, communicate, and solve problems. Ultimately, culture is not something you can separate from your larger business goals and growth strategy.
According to a 2023 report by McKinsey & Company, companies with strong cultures are 3.7 times more likely to be top performers in their industry. Additionally, a study by the Harvard Business Review found that organisations with high levels of trust experience 74% less stress and 50% higher productivity. This data highlights why maintaining a robust company culture is so important to long-term success and retaining top talent.
Balancing leadership with growth
Balancing leadership between being hands-on and trusting the team has been a key focus as we’ve grown. Early on, a bottom-up approach worked well when the team was small. However, as the company scaled, leadership needed to play a more active role in shaping the culture. Leadership isn’t about micromanaging, but rather setting clear expectations, ensuring alignment, and providing the right environment for success.
Marc Wieland emphasises, “At Palisis, we trust our people to deliver, but we also know that culture doesn’t sustain itself. It requires ongoing effort, communication, and the right leadership decisions. As we grow, we need to be intentional about how we support our teams and uphold our values.”
Intentional is the key word. Teams struggle when there is no clear leadership strategy or define leadership style. There is no one-size-fits-all approach to leadership, and more likely than not, your leadership style will have to evolve as your team grows. But the important thing is to understand the pros and cons of different approaches and be clear about which one you’re implementing.
An example of clear, intentional leadership would be a bottom-up approach that gives individual teams autonomy while the role of leadership is to enable their work. An example of poorly defined leadership would be a leader who organizes things in a bottom-up way and proceeds to micromanage and lead from the top down.
The role of diversity and inclusion in scaling culture
Diversity and inclusion play a major role in fostering a positive company culture. According to a 2022 Deloitte study, diverse teams are 20% more innovative and 30% more effective at problem-solving. Effective diversity and inclusion goes beyond simply hiring for diverse backgrounds to focus on a culture where all employees feel seen, heard, and encouraged to contribute.
Palisis has made a conscious effort to attract diverse talent, ensuring that a wide range of perspectives and experiences contribute to the company’s success.
“We don’t hire for diversity just to tick a box,” says Wieland. “We ensure that we’re creating an environment where diverse talent actually wants to apply. That means looking at how we structure job descriptions, offering flexible work arrangements, and ensuring that everyone has an equal voice.”
Lessons from the merger with TourCMS
A key turning point in Palisis’ cultural evolution was the acquisition of TourCMS in 2015. The merger introduced a new challenge—integrating two distinct company cultures.
While Palisis was mainly office-based, TourCMS operated remotely. The solution wasn’t forcing one approach onto the other but blending the strengths of both to form a hybrid model that allowed employees to work in a way that best suited them.
“A strong culture doesn’t mean uniformity,” Wieland explains. “It means creating a space where everyone understands the company’s mission and values but can also bring their unique perspectives to the table.”
The power of employee retention
Retaining talent is another indicator of a strong company culture. It means your people want to stick around, and they can see a future for themselves in your organization.
A 2021 Gallup study found that companies with high employee engagement have 59% lower turnover.
At Palisis, employee retention has been a significant success metric, with many team members staying with the company for over eight years—a rarity in the fast-paced tech industry.
“People stay where they feel valued,” says Wieland. “We ensure that appreciation isn’t just an afterthought. Celebrating success, recognising contributions, and maintaining an open-door policy all contribute to a workplace where people want to stay and grow.”
Final thoughts
Scaling a company while maintaining culture is a challenge that requires active leadership, clear communication, and a commitment to core values. By balancing growth with trust, fostering diversity, and retaining top talent, companies can create an environment where employees thrive.
For those looking to join Palisis, these values are at the heart of how the company operates and continues to grow. Wieland concludes,
“Culture isn’t static—it evolves with the company. The key is to be proactive, listen to your people, and always stay true to your purpose.”