Are you really selling your companies culture?
Recruitment as we know it has changed. The ball no longer lies with the recruiter but with the employee. Job seekers especially millennials are getting fussier about where they work and are doing their homework on companies before they even apply for a role.
What you need to ask yourself at this stage is are you really selling your companies culture?
If you are unsure or if your answer is no, then you are missing out and you need to do something about it. You can’t just choose to ignore it , it is a case of you either strive or thrive.
Why does culture matter?
The average employee spends approximately 45-50 hours a week at work. It’s not too much that your employees want to enjoy their time at the office. Some companies have a very hands-off approach to corporate culture and do little or nothing to encourage their employees’ professional relationships. Others are really aggressive and offer all the perks you’ve come to know and love from startups and Silicon Valley tech companies: free snack, social events, mixers, weekend retreats, family barbecues, things like that.
It is becoming apparent that job seekers prefer the latter of the two and it can be the difference between somebody applying for a job or not. Simple perks like free fruit in tcanteen,n , social clubs or work event ( Casual Friday) attract employees and allows you to offer a company culture and in turn attract top talent.
Job seekers want to work for companies that allow them to grow and a place where they can have their voice heard. Getting this across is vital when advertising your jobs, a simple black and white posting doesn’t work anymore people want to see and hear about your company , your values , vision and mission. Potential candidates want to feel like they are part of a team and not just another employee so this should be your key focus when selling your companies culture.
What Defines a Great Company Culture?
1. Mission, vision and values
Mission and vision are not mere statements composed just for formality. Between every mission and vision statement of a company are goals that aim to be achieved. Hence, it should be taken seriously, and understood by every employee.
When combined with the right values and strategies that align with the business objective, it can serve as a guideline for the mindsets and behaviors of the people to accomplish the goals together.
Giving your employees an idea and sufficient information about the plans, strategies, responsibilities, and updates of the company is one indication that you place importance on your employees and that you value them.
A monthly all-hands meeting is a great way to discuss plans or achievements from the past month with everyone, while at the same time keeping them fully informed and engaged to make sure that nobody feels left behind or in the dark.
Along with transparency, proper communication is the key to avoiding any misunderstandings. Take advantage of the high tech communication tools available today.
Organized communication channels keep the internal process running smoothly and help in establishing a good relationship between team members. Effective communication is a two-way street, allowing your employees to voice out their opinions and ideas. Keeping everybody in the organization updated can motivate them to be proactive—reducing the risk of having conflicts and communication breakdowns.
4. Unity and collaboration
Informed employees are more involved and empowered, proving that cooperation plays a vital role in achieving unity within the team and promoting strong organizational culture through collaboration on projects.
However, personal space is also important. Instead of micromanaging, give your people the freedom to manage and execute their duties and responsibilities by letting them be creative on their own way.
People tend to get bored of their work when it becomes repetitive, meaning there is nothing new for them to achieve or do and things are no longer exciting for them. When employees think and feel that they are not learning new things or skills anymore, it triggers them to seek new opportunities outside the company.
Let them grow and gain new skills as you invest in them by providing opportunities and training that will be beneficial for both the company and the employee. This can also promote loyalty within the company as they would feel valued and important.
Little perks can help attract and retain employees. They don’t have to be budget breaking either . Free fruit in the canteen, staff events and social clubs. These are great ways for staff to get to know each other and to promote unity. Little perks like free fruit, free parking, subsided gym membership are just added bonuses but really do make an impact.
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