Unique Ideas for Fostering the Company Culture You Want

Company Culture That Attracts the Candidates You Want

Imagine you’re on an interview, and the hiring manager is giving you a tour of the facility. You walk past cubicle after colorless cubicle, through a drab cafeteria and cross paths with one employee after another, none of which is smiling or stopping to converse with another team member. After this long tour of tcompany culturehe building, your host proudly presents to you the center of company culture: the break room, complete with baskets of fruit and a foosball table.

This is one example of a failed attempt at creating a vibrant company culture, but it’s not all that unusual for managers to think that a couple of isolated perks will make up for an otherwise-unpleasant employment experience. Here are a few unique ways to think about company culture and start thinking about your comprehensive plan:

First, decide whether you’re convinced. Like the example above demonstrates, you can’t fake employee engagement. If you want to develop a vibrant culture in your organization, you need to determine whether investing in company culture will contribute to your company’s success. Study after study has confirmed that the success of an organization is closely tied to employee satisfaction, but it’s best to see for yourself before embarking on a culture initiative.

Think in new terms for employee perks. Consider giving employees full reign over their schedules, including how much time they take off. You’re hiring them to do a job, so trust them to do the job in the time they think it takes. By giving your employees the ability to work when they’re most motivated and rest when they are not productive, you capture the best potential work from them.

Make physical activity available to them. If you can’t offer a gym on your premises, provide a membership to a nearby gym. Exercise reduces stress, improves mental health and is an antidote to the hours spent sitting while at work. You’ll increase productivity and help employees keep illness at bay.

Don’t limit vacation time around the holidays. Instead, come up with a reasonable schedule that allows everyone some time with family and friends. Having your whole staff feel slightly pushed during their individual shift while short-staffed is better than your entire workforce showing up to work disengaged and simply existing at their desks.

Include company culture considerations in your hiring practices. It’s hard to establish a thriving culture if you mistakenly and repeatedly hire candidates that don’t fit your team. With a behavioral analysis, you can incorporate your candidate’s fit into the objective information you use to evaluate whether to hire. After all, something as simple as a preferred communication style can make the difference in whether an employee fits with your culture or will grow dissatisfied and disengage or move on.

To learn more about how a behavioral analysis can augment your current company culture strategies, make an appointment with PI Consulting Group. With an objective tool like the PI System, you can create the company culture that attracts and retains the best talent.