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  • Valeria Shreiber

ApTap Culture, Values & DNA

At ApTap we believe any organisation consists of two major parts: Culture & People 🧬

We think it's good time you learn a little bit more about our work life!


Our culture


For us, a strong culture is a combination of creativity, courage, resilience, and transparency.

  • Creativity: While every person contains the innate ability for innovation and creativity, sometimes it takes the right environment to pull it out. At ApTap we try to encourage risk and expect failures. Sometimes an innovative and creative idea doesn’t work out, and that's OK. Constant communication is the key to creating a safe environment for feedback. This means that when our team is actively swapping ideas and sharing what they know, it’s an open game for anyone to jump in and share their ideas.

  • Courage: Courage has always been an important part of running a business. We can look at the stars, rising stars and fallen stars of business and see where courageous decisions (or the lack of them) have made all the difference. The Elon Musks and Jeff Bezos of this world take courageous decisions everyday that will, most probably, be taking you and us into space one day soon. Right now there is a great need for courage in ApTap as we come to terms with the need to transform, digitalise and put customer experiences first. It’s certainly not a smooth or easy ride as transformation requires tough decisions but we're Uppingham for this challenge.

  • Resilience: We believe that resilient teams have a clarity of purpose that is shared among all of its members. It's good to be moving in the same direction as a collective unit. Those on resilient teams know that they can do more together than they can on their own. They trust one another, have psychological safety, and are open to productive conflict. Resilient team members bring an optimistic, "can do" attitude to work, and don't let obstacles or setbacks get in their way. Finally, resilient teams get things done! They deliver results, meeting and exceeding their goals and objectives.

  • Transparency: Unfortunately, the majority of employees are completely clueless as to how theirs organisation really function, and what strategies they are meant to adopt. The result of secrecy? Distrust, ignorance, gossip and worse. At ApTap we believe that employees need access to information for speedy and accurate decision-making. How can employees really be involved if they do not know the impact of their actions, simply because essential information is withheld? We always give people the right information at the right time. That way our team members are more involved, perform better, have more faith in ApTap and in its leaders.


Right values


We realise that great people have great values, character, passion, talents, personality, and skills. Our top 4 values are:

  • Trust - have high standards of belief, teamwork, cohesion, and mutual pride. 🤝

  • Commitment - be dedicated to achieving goals and devoted to a common cause. 🎯

  • Honesty - have a strong quality of integrity and moral principles. 💙

  • Recognition - recognise and reward people for great work, and celebrate success together


Everyone is a leader


“Who’s in charge here?” It’s a phrase many of us have heard in any number of situations and scenarios throughout life—in movies, at work, at home. Yet in ApTap, being a leader isn’t just about people managing others. Instead, it’s about helping to make everyone on our team to be a leader.

Just consider the annual scene of geese flying south for the winter. It’s then, when the geese are in search of a warmer climate, that we see the flying-V formation overhead. What’s particularly interesting about this is the goose at the apex of the V might be considered the leader. They set the course, lead the way and deal with the most wind in their face.


But that’s only for a time. When the lead goose tires, he or she makes its way back to the end of the line and a new goose becomes the leader—setting the course, leading the way, and dealing with the most wind in the face.



At ApTap we believe that everyone should be leading regardless of whether they manage people or not. And that means everyone needs to be ready to lead when it’s their turn.


Myers Briggs personality test


Each and every one of us was asked to complete Myers Briggs personality type questionnaire prior joining ApTap. "What's Myers Briggs?" you might ask.


Well, it began with Katharine Cook Briggs and her daughter, Isabel Briggs Myers, in the United States in the early mid-20th century. Briggs was inspired to research personality type theory when she met Isabel’s future husband, Clarence Myers. She noticed he had a different way of seeing the world. This intrigued her enough to start a literature review to understand different temperaments. 



World War II was a huge influence on the project’s development. Myers believed that if people understood each other better, they’d work together better and there’d be less conflict. The post-war world could be a better place. She was determined to find a way to give people access to their psychological type. This led to the idea of a type indicator, and Myers dedicated the rest of her life to its development. She spent the next 20 years developing questions and validating the instrument and the theory. The MBTI instrument was first published in 1962.



The four Myers-Briggs distinctions are:

  • Extraversion vs. Introversion: The first signifier relates to the way you prefer to focus your efforts and thoughts. If you are more inclined to exert yourself toward things outside of yourself, including interacting with other people and things or exploring the world, you are likely an E. If you prefer instead to focus internally, with your energy devoted to reflection and consideration of ideas, beliefs and information, you are an I.

  • Sensing vs. Intuition: The second letter in a Meyers-Briggs personality type is determined by your approach to how you process information. If you tend to process information based on what you can directly see or experience, then you are an S. If you would rather learn by thinking a problem through instead of by hands-on experience, then you are likely an N.

  • Thinking vs. Feeling: The next distinction relates to how you make decisions in your life. An individual with a T designation is predisposed to trusting in logic when making decisions. An F designation is an indication that you are more likely to react to situations emotionally, allowing how you feel to guide your decision-making process.

  • Judgment vs. Perception: The final classification is determined by how much structure you like to have in your daily life. When you place a priority on organisation and long-term plans, that is an indication that you are a J. Individuals who are more willing to react to a situation by adapting receive the P designation.


Information from personality tests help companies better understand their employees’ strengths, weaknesses and the way they perceive and process information. There are 16 Myers Briggs personality types and once that is determined, an employee usually has a better understanding of the best way to approach work, manage their time, problem solve, make decisions and deal with stress.


Here’s how we use MBTI data to build stronger more successful organisations:

  • Assembling teams: MBTI results can tell us a lot about how each member of our team likes to work and with whom they will collaborate most effectively and efficiently. We make sure that personality types don’t clash, and strengths and weaknesses complement one another.

  • Facilitating communication: If your team members know their own personality type, and that of the other team members, they will understand the best ways to communicate with one another and understand how each person works best and what they need to do their job well.

  • Motivating employees: It's simply impossible to motivate all employees the same way-an approach that works with one person can just as easily backfire with someone else. But information about an employees’ personality type can inform how we manage and motivate them. One team member, for example, might be a person that needs logical, straightforward reasons for what you ask them to do, they may work best on their own with a minimum of feedback. An employee with a different personality type might need to hear positive feedback and appreciation frequently, and have lots of interaction with other team members.

  • Less conflict, greater efficiency: Each of us perceives and processes information differently and those differences show up in our work habits. We want to place our employees in roles that take into account those differences, play to each person’s strengths and minimise the impact of weaknesses. A greater understanding of our employees will help us integrate new team members quickly and enable them to build strong relationships—and good communication habitswith other team members.


The team that eats together, succeeds together


No one can work without a break every now and then, but it’s become increasingly common within offices for staff to eat lunch at their desks – or to forget to take a lunch break at all! This can lead to burnout and cause a serious drop in productivity.


At ApTap we love having group lunches and treating our employees! Humans have always bonded over food. Eating together has been proven to increase team performance at work and makes our team members more engaged, committed to the team, productive and outright happier. We believe that actually getting to know each other and making real friendships can mean the difference between burnout and happiness. The more stressful the work, the more employees need those interpersonal bonds to do well.


By organising a get-together over lunch with our team, we can ensure that they all get a decent break and rediscover the value of taking time out.


Eating food together is a great way to relax and an opportunity to talk about the good and bad of the day. Getting to know each other on a more personal level, learning about each other’s likes and dislikes, hobbies and interests means we’ll be able to understand each other as people. Our lunch break is the perfect time to have a good giggle with our colleagues and friends to offload and go back to work feeling fresh, focused and full of energy.


Happy switching!

Team ApTap







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