ORLANDO, Fla. – Process doesn’t interest Monika Fahlbusch. Buthuman interactions do.

Fahlbusch, the senior vice president of global employee successat Salesforce.com, says she spends as little time as possible ontraditional HR issues such as onboarding. Instead, her energy ismostly focused on helping to drive culture at the 13,000-employeeSan Francisco-based company.

That culture helped land Salesforce among the top 10 on Fortunemagazine’s ranking of the Best Companies to Work For this year. Itwas the sixth consecutive year the fast-growing firm has made thelist.

Speaking Thursday at the Human Capital Summit and Expo,Fahlbusch shared five “plays” Salesforce uses to engage and inspireits employees and customers.

She said the underlying imperative she tries to promote is tobecome more human, less corporate.

“We can kill the soul of our companies by over-processing. As wegrow, it’s critical to ask whether we are continuing to make theseone-to-one connections. … (Employees are) really uninterested incorporate-speak,” she said.

Here, then, are the five ways to create a “connected culture,”Fahlbusch said.

1. Build connections in person and virtually.When Salesforce was smaller, this was easier. As it grew, it turnedto technology to help make that happen. Using an application calledChatter, it invites every employee to its leadership team meetings,organized town halls with Q&As and conducts instant real-timepolls. Chatter has helped the company cut meetings and emails by 25percent, Fahlbusch said.

2. Build trust with radical transparency.Salesforce has a system called Airing of Grievances where employeescan vent about whatever is on their minds, in a way that everyonecan see and comment on. Fahlbusch said the topics raised byemployees allowed her to identify issues management needed toaddress. Doing so allowed the company to say not only did it hearits employees’ complaints, but it actually implementedfixes.

3, Build your brand with stories. On thisscore, Fahlbusch said companies need to do all they can to helptheir employees share stories with their networks, to help spreadthe word about the company and its culture.

4. Build radical alignment. A shared vision foremployees to align on is critical, Fahlbusch said. Salesforce’ssystem allows every employee to receive an alert whenever there’san important development to communicate on goals, so the company’scultural DNA can be shared constantly.

5. Build meaning with purpose beyond profit.For Salesforce, this has meant giving back to the community, interms of volunteer hours and tens of millions grant money.

In the end, Fahlbusch said, she tries to focus on “happiness andhumanity, not process.”