You own or manage a company is growing and needs to hire more talent. Congratulations! While it is positive to have the need to hire, the process of acquiring talent during rapid growth can be quite daunting, time-consuming and costly. The recruiting process can be quite involved and intimidating, but it does not have to be.
Where do you start? How does it work? The first steps you might think of would be to create a job description, work out what requirements and skills are important, and come up with a salary range you can afford. But did you consider your company culture? Do you really know what your company culture is like? Yes? No? Maybe? If it is not clear to you as a business owner or manager it is most likely not clear to your current employees and will not be clear to future employees. Let’s discuss how to identify and create the culture you want.
A company’s culture is not limited to what is defined in the handbook or some catchy motivational phrases you throw around. It is the personality of the company and the core values by which it operates; it shapes the day to day interactions and expectations. Culture guides the decision-making process and in turn how a company grows and scales. Every company should devote time to evaluate company culture to help employees, current and future, have a good understanding of how to navigate employment successfully.
The backbone of the company culture can be found in the core values. Core values should align with what the company stands for, what they view as important, and how the organization operates in the service of its employees and customers. Organization leaders may meet to discuss what core values they really want to be represented. To earn organizational buy-in, disperse a survey throughout the organization to see what the majority thinks is important. Once you decide that values A, B, and C are crucial, the next step is developing the why behind their importance and how it translates to your business. The why creates the connection and get the buy-in from the people within your company. You ultimately want everyone to have a clear understanding of the values and what it means for them as employees with the organization.
At Red Clover, our Core Values drive not only our interactions with our clients but also how we interact with one another internally. Below are our values here at Red Clover.
The Results
Construction and Contracting
A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.
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