It’s one thing to print values on office walls and quite another to weave them into daily interactions. At Urbanic, the global fashion company, culture isn’t relegated to glossy handbooks or PowerPoint presentations—it’s palpable in meeting dynamics, casual conversations and the exchange of new ideas. Their people-first philosophy transforms routine work into something more meaningful. What distinguishes Urbanic’s approach is how organically it has evolved—not from executive dictates, but through deliberate pauses, experimental practices and authentic dialogue.
Among Urbanic’s most distinctive practices is their approach to new employees. “Unlike most organisations, we believe in the power of timing,” explains Kanchan Sharma, VP – people & Culture, Urbanic India. “The first three months are not just for absorbing workflows—it is a period of silent observation where new employees understand the pulse of the place. And then, when their perspectives are ripe—untarnished by too much of a ‘this is how we’ve always done it’ mindset—they’re invited to shape the very system they just joined.”
This isn’t mere rhetoric. Quarterly, a dedicated panel evaluates employee suggestions with genuine interest. One such idea—a team member’s proposal for monthly “hobby hackathons”—evolved from casual comment to cultural cornerstone. In an environment often fixated on productivity metrics, these hackathons represent a quiet rebellion. They impose no deadlines or return-on-investment calculations—only shared exploration. Employees paint, compose poetry, dance or code recreationally, discovering something more valuable in the process: authentic connection. During these sessions, hierarchical boundaries dissolve, and executives become simply fellow enthusiasts struggling to perfect a rhyme in a poetry slam.
“We’ve created a system where freedom is rooted in clear structure. Weekly goals, shared dashboards, asynchronous check-ins, and tools such as Lark hold the fabric together.”
Kanchan Sharma, VP – people & Culture, Urbanic India
Anonymous feedback mechanisms exist in many companies, but at Urbanic, anonymity serves not as escape but as trusted mirror. Through methodical categorisation, all feedback is evaluated by HR and leadership, with concrete actions tracked and communicated back to staff. This closed loop has yielded tangible changes in policies, wellness initiatives and communication methods. It exemplifies psychological safety not as abstract concept but practical reality. Employees understand that when they voice concerns, someone listens—and crucially, someone acts.
The brilliance of the hobby hackathons lies in what they catalyse. A Gratitude Wall! Outdoor Games! Seemingly minor initiatives that spark micro-revolutions in workplace connection. “One moment, a designer is leading a pottery class; the next, a coder is sketching landscapes,” Sharma reveals. “As people explore these creative sides together, their work personas drop away, replaced by genuine human exchange.” Teams that participate in hackathons together demonstrably brainstorm more effectively, solve problems faster and collaborate more meaningfully—having glimpsed the person behind the professional role.
“And it’s not only about creativity,” Sharma emphasises, “it’s about well-being.” These hackathons function as mental reset buttons. Employees return to tasks energised rather than depleted. In an era where burnout has become endemic, these rituals represent Urbanic’s quiet resistance—an acknowledgment that employees are more than their job descriptions.
Urbanic’s newest initiative—leaders sharing narratives of both triumph and failure—boldly challenges the culture of perfectionism. Born from the realisation that curated success stories often alienate rather than inspire, this practice makes vulnerability visible throughout the organisation. Leaders speak candidly during all-hands meetings and team huddles. The objective is normalising the inherently messy nature of growth. By disclosing their missteps, executives model resilience and courage, establishing an environment where fear of failure doesn’t impede innovation.
In Urbanic’s hybrid working model, flexibility isn’t merely a perk but a fundamental principle. Yet they recognise that autonomy without alignment breeds chaos. “We’ve created a system where freedom is rooted in clear structure. Weekly goals, shared dashboards, asynchronous check-ins, and tools such as Lark hold the fabric together,” explains Sharma. This isn’t surveillance but shared clarity. Employees work according to their natural rhythms while maintaining connection to the broader mission.
Urbanic’s deliberately intergenerational teams exemplify how contrasting perspectives fuel creativity. Recently, when a young hire proposed an unconventional e-commerce approach, a senior executive didn’t dismiss it but rather enhanced it with strategic context and practical applications. This transcends traditional mentorship. It represents mutual curiosity where younger staff contribute energy and risk-taking while experienced colleagues offer depth and foresight. The outcome is continuous learning across all experience levels.
Professional development at Urbanic isn’t optional—it’s embedded in benefits. With specific allowances for courses and certifications, employees pursue both role-relevant skills and personal interests. “And when it’s time to unplug,” Sharma notes, “the vacation allowance isn’t begrudgingly given—it’s celebrated.” This dual investment in learning and leisure cultivates a culture of balance, capability and commitment. People remain with organisations where they feel both challenged and supported.
As Urbanic evolves, its guiding principle remains constant: inclusivity and human-centred innovation. Their next chapter involves empowering employees to learn beyond job requirements, following their personal interests. Whether exploring music production, joining public speaking programmes or studying sustainable fashion, the company increasingly blurs distinctions between personal passions and professional development. This approach recognises that nurturing the whole person, not merely the employee, builds enduring culture.
Urbanic’s journey demonstrates that culture isn’t an initiative but a craft—one developed gradually, intentionally and authentically. From idea walls to hobby hackathons, from anonymous feedback to public vulnerability, from flexible schedules to clear objectives—their practices don’t merely support employees but celebrate them. In a business environment that often reduces culture to a checklist, Urbanic treats it as a canvas. The result is a workplace that doesn’t simply function but genuinely thrives.
