A 5-step blueprint to create a thriving Culture
If you are unsure as to why your competitors seem to attract, hire, and retain the best talent – while you spend your life interviewing the wrong candidates, hiring the wrong people, or losing your best people, the answer lies in YOUR CULTURE.
Here’s a way practical next step. Create a thriving culture.
Practical Tip : Do these 5 things to build a thriving culture.
- Act with Purpose and Passion (people get attracted by a mission). Your mission creates energy and passion – more so than money. It electrifies your environment. What really boosts your chances of growth is the reason WHY your business exits. Purpose drives Passion – it’s simple.
Evidence: 70% of New Hire Candidates (between ages, 21-28) would choose an Attractive Culture over an Attractive Salary. Source: GrowthEnabler Webinar Poll, N=75).
- Set Guiding principles that define your values, behaviours, and practices – and reinforce continuously. Create a clear set of principles that provide clarity and certainty to your team. Use a list of 3-5 things that drive positive behaviours and reinforce your culture. Example List: 1. Always listen first to what other have to say 2. Actively learn 3 new things per week 3. Client service drives profits. Make this your mantra.
- Lead by example (do and say what you preach). As leaders, you are the linchpins of your culture. ‘Do what you say… say what you do’. It’s not about building fancy marketing material, vision documents, or memorizing words. A leader has to ‘walk the talk.’ A few real-life examples bring this to life: do people feel that Richard Branson lives and practices the ‘Virgin way’ of spirited fun when he leads / creates new businesses, or entertains on Necker Island? Absolutely. Do Google’s leaders do an incredible job of ‘reinforcing by practising’ the guiding principles of their magnetic culture?
- Find cultural champions in your company. Create cultural pioneers and evangelists. There are people in your company who love what they do. They speak about their work with passion. They tell stories about their roles and speak from the heart. Work, for them, if not just a job. Who are these people in your company? Have you thanked them, rewarded them and given a stage to share their passion?
Case in Point: In my previous company, as a VP of Product, I created a ‘Champions’ group of such people who eventually became my most passionate marketers and storytellers in the organisation. This group went the extra mile to fulfil a purpose / mission that changed people’s opinions and turned nay-sayers into supporters. These cheerleaders are very valuable and must be looked after.
- Show care and respect for your team I always say, “Hire on traits and train for skills”. Business is all about people, purpose, and culture. Hire the best people. Don’t compromise ever. Hire talent who live and breathe your culture and values. Skills can always be taught and learned, however, traits, attitude and mindset is hard to cultivate. Case in Point: Alex Ferguson, Coach & Manager of Manchester United FC, pioneered this practise during his 20-year term as Manager, and saw his club break numerous records and reign over premier league football for over a decade. To attract GREAT talent who are naturally eager and excited to join your company, YOU need to turn your CULTURE into your biggest selling point and market it. Once you’ve hired the right people, treat them right. If you are start-up, give your early employees a meaningful incentive (like options, equity, performance bonus) that motivates them to give their absolute best. Treat every team member as a founder. Mentorship should be mandatory for all staff. Find external mentor to help build skills for your rising stars and culture cheerleaders.
Your born-digital talent force will choose an appealing culture over an attractive salary, or job title. Times have changed. Have you?