People, People, People – is the secret formula that can either make or break your business. We (as founders and leaders) know this too well, and spend endless hours, days, weeks and even months trying to find the best talent – who have all the right traits, skills and values that complement our business culture and mission. This can be a highly frustrating and tiresome process.
We know finding good people – who you like, and who match-up to your expectations – is never easy. Yes, hiring people is relatively easy, but hiring GREAT people is a real challenge.
It doesn’t have to be this way.
In today’s ultra-competitive market, the most compelling way to overcome this challenge is to use your CULTURE as a magnet.
A Great Culture has the power to create extraordinary value for your company. Here are 3 immediate amazing outcomes of your culture:
1. Attract and Retain great talent
2. Inspire your team to innovate and create new things
3. Active communication with one and other
The importance of HIRING for CULTURE.
Culture can transform your hiring fortunes.
Your CULTURE consists of many things: What you stand for. Your behaviours. Your actions. Your attitude, Your leadership style. Your words. Your mindset, Your mission. Your values. Your vision. Your activities. Your goals, Your norms, and much more. It is the stuff you ‘feel’ – not just a set of words in your business plan.
A culture has the power to inspire, energise, and enable your team to be the best they can. A great culture brings out greatness in your people. It compels each and every person to ‘go the extra mile.’ It can be the secret sauce that gives you and your brand a unique edge in the market; something that your competitors cannot replicate. It is a strong barrier to entry and competitive differentiator.
Examples of ‘MAGNETIC CULTURES’ : @Google, @GrowthEnabler, @Gartner, @Facebook, @Virgin.
Have you ever worked at or been part of a company culture that brought out the best in you? Please share your examples in the comments section of this blog (below).
How can CULTURE become your biggest asset?
Since CULTURE is an experience, in reality all businesses DO actually have a CULTURE – although not formally defined, articulated or documented. Often, your ‘way of doing things’ – which is a reflection of your values and beliefs – can become the foundation block of your culture.
According to the CEO and Co-founder of Github, Chris Wanstrath, (a $2bn unicorn in silicon valley, with over 300 staff spread across disparate locations), ‘Many start-ups and new company founders think CULTURE is a ‘BIG Company’ kind of thing. They think, we can do that later…And what i have learned is we should have done that from the very beginning’…. So many companies think they can put if off till later – and then everything explodes. That’s the biggest lesson for us.
Culture binds people and create commonality. On the flip side, it can also divide. As you grow and evolve, so does your CULTURE. Keeping honest and true to your culture becomes harder when growth and scale happens. This is why there is so much written about corporate culture. For Start-Ups, CULTURE is actually of huge importance. It is, undeniably, one of the key differentiating assets that defines the DNA of your company – alongside People and Purpose. It is the foundation block that enables you to sustain the journey of growth.
Practical Tip 1:
Measure the consistency, and common understanding of your company culture, by having a one-on-one chat with each individual in your team (including your partners/suppliers). Ask each person what they think, believe, and feel your CULTURE stands for? Do you and your team live and practice this culture through their/your actions, words, and mindset?
This is a smart way to baseline, define and refine your culture.
Remember, a GREAT CULTURE attracts and keeps GREAT Talent. It is the energy source that powers your people, purpose, and brand.
What are you doing to attract GREAT talent to your company?
A Culture is not created over-night. It takes time, and most of importantly, it takes people. Don’t rush it. It’s a sensory experience. Tell us what you think @GrowthEnabler