Company culture is nothing more than a pot of soup. First of all, everybody likes soup, and everybody should also like culture! Why else is company culture like a pot of soup? To make a pot of soup, you need several ingredients, and whatever ingredients you decide to put in your soup is going to decide how appealing the end product is.
Now you might be wondering, “How do I know what ingredients make up a good culture?” To help put it into perspective, culture is the behaviors, values, and atmosphere that define an organization’s identity and its actions. If your company’s soup is enticing to your employees, then job seekers will also want a taste.
Recruiting
Today’s economic climate is incredibly competitive and fast-paced, with consumers weighing more options than any other point in history. You are well aware of this, I’m sure! Have you thought about what sets you apart from competition? The answer is simple… It’s your brand that will set you apart. A company’s brand is not their products, their logo, or their identity; it’s the impression consumers get when they think about your company.
Taking this into account, the impression consumers get from your company is going to be the same impression that potential job applicants will get when they look at your brand. In other words, your brand and culture must orient in the same direction, because if a new hire sees that the culture being portrayed from the outside doesn’t match up with what’s on the inside, don’t expect them to stay with your company.
There is also the added risk that once they leave, word will spread about the true culture of your organization, possibly tarnishing your brand. Rather than deal with an issue, why not get ahead of it and avoid it by creating a strong, healthy, culture within your organization?
A healthy culture also has the added benefit of employees who will sing your praises to friends, on review sites, and on social media.
Retainment
Business is a living, breathing cycle and employee turnover is a natural part of that cycle. However, too much turnover may be a sign your culture needs a health check. Many times, employers try to increase benefits to remedy the issue, and while benefits do play a significant role in retaining employees, it isn’t the only thing in a good company culture.
The pivotal factor in increasing employee loyalty in your organization is creating an environment where workers are happy and feel valued. Employees should have flexibility in the workplace, ample opportunity to increase their skills, a chance to advance in their career, and most importantly they must have trust in their fellow coworkers. Meet with your employees on a regular basis and review how well they are doing.
While an annual review may seem like enough, acknowledging their efforts and successes on a consistent basis will emphasize their value to the organization. Additionally, recruit employees who share the same values and beliefs as your organization. It will pay off dividends in the long run.
In Conclusion
Recruitment and retainment go hand in hand. While getting top talent hired on is a good thing, if you can’t convince them to stay with your organization, then what is the point in hiring them in the first place?
Create a culture that values your employees and fosters engagement.
After all, your employees are the backbone of your organization, and their continued support is what will drive your organization’s future success. Creating a culture that supports them is a no-brainer!
