May 31, 2019
3 min Read
Once in a while, we get a question about how Hostinger’s company culture was created. While it’s tempting to share all the great things we do, the answer is simple: culture is not created. Real culture happens naturally as an outcome of people’s everyday behavior. If you encourage the right conduct in every step of a person’s actions, great culture will happen. If you promote ownership in every person, then you’ll have a culture of ownership. If you endorse learning and reading, then curiosity will be built into the culture. If you encourage candid feedback, you’ll have a culture of openness and progress. If you let your colleagues understand that mediocre work is worse than no work at all, you’ll have a culture based on high standards.
Over time, we have recognized what we value the most in each other and have defined this set of behaviors and skills as what we call Hostinger’s Principles. That is how we at Hostinger define what most companies call the “cultural fit.” We follow our Principles in every step to decide who gets hired, rewarded, promoted, or let go.
Simon Sinek once said: “Start with why”; so at Hostinger we continuously strive to find the answer to this question and to make our work as meaningful as possible.
Our vision is to enable millions of people around the globe to unlock the power of the Internet by giving them tools to learn, create, and grow online. This allows us to understand the scale of our work and the global impact of it every day.
As a customer-centric organization, we are persistently trying to find out what our clients need the most. We have a mission to make life easier for website developers and their customers. Our company idea supports this mission by offering stable, fast, and simple website hosting solutions, at a price so low that nobody can beat it.
Living by Hostinger’s Principles empowers us to move towards our vision and mission faster. How? We believe that people make decisions based on two things: information they have about the subject and by the principles they follow. Given that all information is transparent within the organization, we assume that knowing and living by Hostinger’s Principles helps everyone in the organization to be owners and to make decisions quicker by overcoming “corporate politics” and “hierarchies”. It also pushes us to experiment and hop on trends early. This decision-making framework not only allows Hostinger’s people to become leaders but also allows us to succeed in our number one priority – making sure our customers experience that “wow moment” even faster.
It has been a couple of years since we defined our company Principles, and it has worked wonders resulting in enormous company growth. Since Hostinger doubled in size in the past year and a lot of new people joined us, our culture has evolved, and with it our Principles. For this reason, in the past few months, we have been working towards updating our Core Principles.
What has changed? Actually, the concept and the basics have remained the same. We are still a customer-centric organization. That means we start with the Customer and work backward to deliver the best results. Some of the original Principles did not make it to the final list, including Disagree and Commit, Earn Trust, Dive Deep and High Performance. Instead, they have been rolled up or embedded into the new Principles, so they are not truly going away. For example, Earn Trust was nested with Disagree and Commit and became Courage and Candidness as it explains what we truly value better. Principles are something we can identify and work on in our daily actions, so we all agreed that Ownership and High Standards must be included in the updated version as separate and essential units.
We also added explaining statements to each of the Principles so that it would be easier for everybody to align themselves with our conduct and follow it in everyday work.
These Principles are not something new or magically invented. In some ways, we can even call them common sense. But as John Doer says: “Ideas are easy, execution is everything.” These principles really are special to all of us here at Hostinger as we live by them day by day. For us, it is what makes the difference between scaling and failing. If the culture is weak, there is no belief in the company, neither from the customers nor from employees.
We believe that encouraging our employees to follow our Principles in every step not only helps Hostinger scale but also brings success to our Customers and fellow colleagues!