Companies like Sendouts in St. Louis, have been recognized for exceptional company culture, the effects of which are credited for helping the company to increase sales by 50% within 2 years. Jonathan Herrick, VP of Sales and Marketing, illustrates how success is rooted in company culture. Here, we highlight methods used by Sendouts that you can adopt in order to attract top talent to your business and improve retention.
In the next three minutes, learn the top 5 steps you can take to build a cultural foundation for success and the 12 questions you need to ask your employees today.
How would you define your company culture? What are your core values? What does your company truly represent? Companies like Sendouts have NO problem attracting talent. They have all become a magnet for Top Talent because of their culture. When an employee goes to work for Zappos, another company highly regarded for their culture, the new employee is trained on the company culture and core values for five weeks! It’s no surprise they are one of Fortune’s Top 100 companies to work for and have a 99% retention rate! Who does that?
In an AMA study it was revealed that 70% of change initiatives fail because your culture rejects them! That one statistic is enough for anyone to realize the importance of this topic.
Jonathan shared five steps to building a dynamic culture:
- Know your culture
- Hire tough – Manage easy
- Rethink outside the box
- Wheel Alignment
If you want to gauge the culture of your organization and your effectiveness as a leader, we recommend this 12 question Employee Survey to understand where you’re culture stands today and how to turn it into a talent magnet.
Follow the three C’s of hiring…Character – Compatibility – Competence. You need to hire individuals who will align with your culture and core values as a company. When you build a dynamic team, top talent is drawn in by your team members, referrals dramatically increase and you become a preferred employer. Positive word of mouth advertising in the job market is priceless.
Imagine what you could do with the survey results to improve employee morale and retention? Most employees complain they are not in the loop. In fact, most of them don’t even know how to find the loop! When the seas are turbulent, your employees don’t want you fixing the motor. They want you steering the ship. They also want to know where the ship is headed, and they want their role defined!
If you want to attract top talent, discard your policies and procedures and replace them with expectations. Let your employees know what they can expect from you and be clear about what you expect from them. Give them the ability to make a difference and feel that they play an important role in your organization. You will see the benefits come in the form of retaining your superstars, attracting top talent to your organization, and improving the quality of productivity in your organization.