Hey, we love what we do and think you should too. If you want to work for or with a company that has and is creating a Culture of Honor, then let’s talk — connect here.

25th Hour Services’ corporate culture is the single biggest factor for our success. If we get this right, so much of the other stuff just falls into place.

WHAT IS A CULTURE OF HONOR?
A Culture of Honor accurately acknowledges and respects who people are, while creating safety and freedom for them to grow in their God-given talents, skills and calling. Yes, we did say “calling,” whether you believe it or not, you were created for greatness.

WHY IS A CULTURE OF HONOR IMPORTANT?
How many times have you worked for someone who did not respect you, talked down to you, yelled at you, fill in the blank. This is not right! The culture we have grown up knowing wants to teach us that respect is earned. We disagree! Respect is a birthright every human deserves, no matter their role. Respect creates an environment of safety and freedom to be yourself, no matter your quirk.

HOW DO YOU ESTABLISH A CULTURE OF HONOR?
We can’t give away all our secrets. No, but seriously though, this is not something to teach in a five-minute video, but rather to experience by interacting with our people. This isn’t a sales pitch in an attempt to get you to try one of our services — or to try to convince you to come work for us. We believe the type of culture we are trying to establish is so counter-cultural the only way to understand it, is to experience it. Some might say it is out of this world.

WHO ESTABLISHES A CULTURE OF HONOR?
It starts at the top. If the founder and CEO isn’t doing it, no one will. Once it is established, everyone is responsible for managing and taking responsibility for their part. Make decisions with us in mind. Relationships are the only thing this side of heaven that is eternal — we want to protect relationships above all else.

SOME OF THE ASPECTS THAT HELP MAKE UP A CULTURE OF HONOR

  • Honor: seeing The Glory in others even if they don’t see it themselves and treating them as such.
  • Trust: integrity + skills + courage consistently over time = trust
  • Integrity: moral, relational, organizational, emotional and competence
  • Skills: listening, making and keeping commitments, closure and courage to speak up and/or confront
  • Growth: individual, corporate and competencies — if you’re not growing, what are you doing?
  • Communication: healthy sharing of information, if you don’t have this, how can I really get to know you — or for that matter know what you want/need?
  • Prayer: yep we admit it, sometimes we don’t have the answer and need to ask our #1 consultant
  • Respect: our employees, eachother, our clients, our clients’ clients, our family, and time