How do you shape engineering culture at scale?

Question

Accepted Answer

At scale, culture is **what people do when leadership is not in the room**, and you can no longer shape it by personal presence. You shape it through explicit values, incentives, leaders, and rituals that reinforce the behaviors you want.

## How to think about it

```text
LEVERS FOR CULTURE AT SCALE
- Explicit values + what they mean in practice (concrete behaviors)
- Hiring & promotion: reward the culture you want
- Leaders model it: managers are culture multipliers
- Rituals & systems: incident reviews, design reviews, postmortems
- What you tolerate becomes the standard
```

Culture is reinforced most by **what gets rewarded and what gets tolerated**, not by posters or statements.

## Concrete example

To build a culture of ownership, a CTO makes "blameless postmortems" a ritual, ties promotion criteria to impact and reliability, and removes a high-performing but toxic manager, signaling that values outrank output.

## Trade-offs and pitfalls

- **Pitfall:** values on a wall that no behavior or incentive backs up.
- **Pitfall:** tolerating brilliant jerks, which silently teaches everyone the real rules.
- Culture changes slowly; consistency over years matters more than any single initiative.

## Why it matters

Culture determines how decisions get made, how quality holds, and whether good people stay.

At scale it becomes self-reinforcing, for better or worse.

Deliberately shaping it, through incentives, leaders, and the behaviors you reward and tolerate, is one of the most durable things a CTO can influence.