Diverse employees clapping

Culture, depending on the context in which it is used can mean a slight variety of things. For the purpose of creating company culture within your business, this definition of culture provided by the Merriam-Webster dictionary gives us a relevant guideline to work with:

the set of shared attitudes, values, goals, and practices that characterizes an institution or organization.

In my last post, I discussed how to create company culture by focusing on business fundamentals: mission, values and goals. In this post I’m going to discuss how to cultivate company culture by focusing on your human resource strategy.

 

1. Hire The Right People

Rule #1: Break all the rules.

Normally I would agree with this saying but when it comes to hiring talent for your company I would advise you to not heed its’ advice.

Hiring the right people sounds like a no-brainer but that by no means makes it an easy task.

You’ll want to make sure that your human resources strategy aligns with your mission, goals, values. This way it’s a lot easier for you to hire those people whom seamlessly fit into your company culture. You want to hire as much of the right people, with the best skills that you can. In building a productive, efficient and thriving company you want to have a good mix of employees that can work together despite their differences.

If you’re hiring people who are not aligned with your company culture then you’re wasting your time.

How do you know if they resonate with your mission, values and goals? Ask them!

During the hiring process ask the candidate what their goals are and how they feel about yours. You can ask them in an intake survey and during the interview – or both. You can take them around to meet other people in the company and have those employees pick their brain and personality a bit.

Probe and don’t be so quick to hire. You’re allowed to be selective. You’re investing in this person, so do it right.

 

2. Fire The “Wrong” People

In retrospect to hiring the right people you need to fire the people who are not a good fit for your culture.

  • Perhaps your new flight attendant is consistently late and you’re trying to run an airline where time is always of the essence.
  • Maybe your bus driver is dozing off while driving and passenger safety is at risk.
  • Or you have a manager that is consistently micromanaging your employees and morale is low while discontent is high.

The scenarios are abundant but if someone lacks job competency, discipline, enthusiasm, has an ethical or attitude problem then you’re really wasting your time and resources. Especially if you’ve given second changes or retrained to no avail.

When you allow people that are not a good fit for your company culture to continue working for you then you are subliminally sending a message to all of your employees that this is acceptable behavior, work ethic, etc.

Do not waste anymore time.

Fire the people who are keeping the engine from running at its’ highest capacity and replace it with people who can chug that bad boy forward.

 

3. Nurture Employee Talents

Once you’ve hired that amazing accountant who’s an expert in QuickBooks, gladly offers her assistance to her co-workers, and is always 10 minutes early – don’t lose her. Nurture her talents by training her right, giving her the tools to exceed in her position as well as expand your business. Ask for her suggestions, give her opportunities to build her skills and advance in her career.

Appreciate your people and give them the opportunity to grow without fear of them leaving. If you do your part in providing them with a great place to work where they’re valued and can contribute then the odds are in your favor.

Remember:

If you hire the right people, with the best education, skills, work ethic and personality, then you’re on the right track.
If your have some people that are not supporting and cultivating your company culture then there time is up.
Continue to support and nurture the growth of your employees just as they do for your company.

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