What it really means to build a purpose-driven culture

Most conversations about company culture are full of fluff. Perks, programs, and pizza parties. But if you ask Connico President Sri Kumar, culture isn’t about gimmicks. It’s about clarity, consistency, and showing people that what they do actually matters.

In a recent “Authority Magazine” interview, Sri shared some of the hard-earned lessons behind Connico’s growth, from navigating the loss of our founder to scaling a national company that still feels connected. The conversation is candid, reflective, and full of the no-BS insights that have shaped the Connico of today.

Here are a few highlights worth reading: 

1. Turning loss into leadership

“Losing our founder and CEO, and on top of that losing the ability to ask her questions or for guidance, was a huge setback for us. But we were eight people when I joined in 2011; 13 people in 2021. Now, we’re 36 and growing, doing business in almost every state in the nation.”

When Connico lost Founder and CEO Connie Gowder in 2021, the team lost a leader and the company’s anchor. For Sri, stepping into the presidency meant more than keeping things running. He was on a mission to honor her legacy and help the team find its footing again.

And they did. By doubling down on what mattered – high standards, shared values, and clear communication – Connico emerged more focused and connected than ever before. Connico is still a company Connie would be proud of, and Sri and our team work toward that every day. 

2. Real satisfaction comes from showing up

“There’s sort of this widely-Instagrammed belief that purpose comes from NOT working. But the data shows that many people who’ve experimented with that have reversed course. They actually find that putting in effort to achieve a goal is one of the few things that DOES create satisfaction.”

Sri isn’t saying burnout is a badge of honor. He’s saying purpose doesn’t come from checking out; it comes from pushing forward. People want to feel useful, and they want to build something that matters. At Connico, the work is challenging and complex, but it’s also rewarding. The company’s outstanding retention and growth are proof of that. 

3. Culture isn’t a curling league

“Your employees don’t need Pet-A-Horse day or a curling league; what they need is to feel valued, and to feel like they are adding value. Skip the BS.”

Culture is how people show up every day, how they communicate, and how they support each other on the hard days. Connico’s culture stands out in our industry and across general workplaces because we don’t rely on swag, snacks, or other surface-level perks to keep people engaged. 

People stay because they’re respected and given opportunities to grow. Expectations are clear. Trust runs deep. And the results speak for themselves.

If you’ve ever wondered what it looks like when a company actually lives its values, the interview is a good place to start. Sri keeps it honest, and there’s something in here for anyone who cares about doing meaningful work with good people.