These elements combine to create social cohesion and the sense of one team working towards a common goal, according to Christine Khor, Managing Director of Chorus Executive and author of Hire Love: how to hire passionate people to make greater profit.
“Too often, culture fit is seen as a lower priority when compared to a person’s skills and experience,” said Khor.
“Some companies only pay attention to whether a person can do the job; not how
they do it or whether they truly want
to do it. This is what causes problems within a culture.”
Khor added that culture fit does not mean hiring people with similar personalities or hiring people you could be friends with outside of work.
Instead, it is about hiring a diverse range of people that have the same values as the business.
“Skills can be taught but culture fit cannot, so it is important to determine whether a prospective employee will fit into a company’s culture before hiring them,” she said.
Khor outlines five ways to craft a strong workplace culture:
The first step is to clearly define the vision and values of the business. If you cannot define the vision in under two sentences, it is not a clear vision. When it comes to defining the values, it is a good idea to get your whole business involved. At Chorus Executive, we distilled our whole team’s suggestions into five values and agreed on the meanings behind them. It was a great team building exercise as well as a nice opportunity to pat ourselves on the back for the good work that we do.
The vision and values need to be communicated to all levels of the business and it requires buy-in from all staff. Protecting your company’s values means showing your people how important they are and how they should never be compromised. This means that if there is non-adherence, it becomes a sackable offence.
Develop your brand
Your company’s brand might be held in high regard by consumers but what about its employer brand? Communicating your brand as an employer is critical to attracting potential employees with aligned values.
A person’s values can be assessed through the actions they exhibit. A skilled behavioural interviewer will be able to tease out information by getting the candidate to use real life situations as evidence. For example, if honesty is one of your values, then you can assess whether someone shares this value by asking for examples of mistakes they’ve made and what they’ve done about it. This would give insight into whether they were honest about their mistake and whether they took ownership of it.
A well-structured onboarding process is important to integrate new employees into the culture. Studies have also indicated that a strong onboarding program can increase retention rates by 50% and can improve time to productivity by 60%.
Khor added that crafting your business’s culture by communication and strategic hiring is a key element to the success of your business and ensures that everyone within the business is unified by a common goal.
“Values alignment is what makes a strong culture and a strong culture is what helps a business weather the storms of an ever changing economy,” Khor said.
Are you training new employees correctly?
A workplace’s culture is the union of a company’s vision, values and daily norms which create the acceptable behaviours of that organisation.