How to improve your company culture
As an outstaffing company, Talent First hires people who become an extension of your existing team. So we also care about keeping your company's corporate culture strong in that part of the team. The behaviors, values, and attitudes a company exhibits define its culture. Talent First understands that positive corporate cultures must be extended to all employees, including remote contractors, to build a thriving organization.
Investing in company culture is crucial for any growing business. Your organization inherently creates a culture or brand based on the behaviors and attitudes you accept and promote. Unfortunately, it can be challenging to reverse the effects of a poor culture without proactive steps to improve it.
If you're grappling with a culture problem, know you're not alone. By taking the time to understand the culture and implementing strategies to enhance it, you can transform your organization's environment.
Improving company culture may seem daunting, but minor changes can significantly impact employee experience. Here are ten strategies you can implement to improve your workplace culture.
To attract top-tier talent, prioritize building a strong employer brand that aligns with your corporate culture. Check job site reviews to understand what employees and candidates say about your brand. Categorize feedback into proud, changeable, and undesirable statements to shape your brand image. Use these insights to inform job descriptions, career pages, and interactions with potential candidates. Building a strong employer brand will attract candidates who align with your values.
The onboarding stage is crucial for a new employee's experience. The first few weeks set the foundation for their tenure, so it is essential to make it organized, helpful, and enjoyable. Rushing through onboarding doesn't acclimate new hires to your company. A 90-day plan can help new employees get up to speed and achieve total productivity. While it may feel intense, it sets the team up for long-term success.
Does your team truly grasp your company's culture? While many businesses view culture as a vibe conveyed through random anecdotes shared during team-building exercises, culture is critical and warrants documentation. You'll appreciate having a deeper understanding of these cultural tenets down the line.
Take a moment to jot down your company's cultural elements, such as:
1. Internal jargon that outsiders or new hires may not be familiar with
2. Frequently shared stories, particularly ones about the company's origin
3. Influential individuals and clients who have significantly impacted your business.
Culture may seem subjective, but it can manifest in concrete ways, such as your company's mission, vision, and values. Reviewing and ensuring that these statements align with your organization's values is crucial. While you may not need to make changes, revisiting them periodically is essential to confirm their relevance.
Schedule time for your executive team to review and update these statements. They may not recognize the significance of revisiting them frequently, so explain how clear company statements can attract top talent to help them prioritize this task.
To attract and retain top talent, companies with a stellar culture offer employee benefits and perks that meet their needs. These benefits demonstrate how the company values its team members. Employees often consider benefits and perks when deciding between job offers or whether to stay at a company. Here are some advantages and perks to consider:
*Retirement savings plans
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*Health insurance coverage
*Peer recognition programs
*Paid holidays and time off
*Tuition reimbursement programs
*Student loan repayment assistance
*Family planning support
*Wellness stipends and programs
While receiving feedback and guidance from managers can be helpful, it can also lead to micromanagement. This can make employees feel like they are not trusted to do their job well. According to a survey by Trinity Solutions, 69% of employees who experienced micromanagement considered leaving their jobs. To improve retention and build a strong culture, managers must shift their leadership style towards promoting autonomy and trust in their team members.
Regular employee recognition is crucial to make employees feel appreciated and valued. However, many companies struggle with providing consistent recognition. One way to make recognition more consistent is through peer recognition tools like Nectar. Public peer recognition makes it easy for everyone to participate in providing praise, creating a record that can be used for promotions and raises. Additionally, recognition software can help identify team members who are not receiving enough recognition, allowing you to reengage and support them.
Setting and communicating business goals to your team is crucial to building a transparent culture. Employees need to understand how their work impacts the company's goals and should be involved in creating quarterly and yearly goals.
When setting significant company goals, there's always a possibility of failure. Scolding employees for missing significant goals can lead to fear of failure and, in turn, stagnation. Rewarding bold moves and allowing staff to make mistakes can promote innovation and growth.
As companies grow, the culture that once worked can become toxic. Leaders must acknowledge when great culture turns bad and resolve issues. As the organization evolves and reaches milestones, it's essential to assess whether current practices and values serve the next growth stage.
Conclusion: Company culture is not a static concept; it evolves. What worked for your organization in the past may not be effective today. As your business grows, changes in team dynamics, work processes, and external factors can all influence the direction of your culture. Company leaders must take culture seriously and be willing to make adjustments when necessary. At Talent First, we take your company culture seriously and help to spread it to all parts of the team wherever they are.