{"id":13119,"date":"2023-09-10T16:13:08","date_gmt":"2023-09-10T16:13:08","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/creating-a-culture-that-attracts-and-keeps-the-best-employees\/"},"modified":"2023-09-10T16:13:10","modified_gmt":"2023-09-10T16:13:10","slug":"creating-a-culture-that-attracts-and-keeps-the-best-employees","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=13119","title":{"rendered":"Creating A Culture That Attracts And Keeps The Best Employees"},"content":{"rendered":"
\n

What\u2019s happening on the inside of an organization is felt on the outside by the customer. It is more important than ever to create a culture that attracts and retains the best employees. Good or bad, the culture and employees operating within it will influence the customer experience. That\u2019s why today we\u2019re going to dive into creating a workplace culture that gets and keeps your best people.<\/p>\n

\u201cToxic workplace\u201d is a common buzzword in today\u2019s society. An article in Business Insider<\/em> says nearly 30 million U.S. workers think their workplace is toxic. However, toxic workplaces don\u2019t usually start out that way, and if they do, they find it difficult to survive in today\u2019s hyper-competitive landscape. So, assuming the path is paved with good intentions, what goes wrong along the way?<\/p>\n

While many companies are founded upon core values, rarely are those values consistently seen throughout the organization\u2019s leadership. The two keywords in this statement are consistent<\/em> and leadership<\/em>. If your organization\u2019s leadership and management aren\u2019t representing its stated values, how can you expect their supporting employees to do so? Moreover, if the leadership isn\u2019t consistently representing the company values, their actions can be even more polarizing.<\/p>\n

Like it or not, humans remember bad memories longer than good memories; it\u2019s a scientific fact that leads back to evolutionary behaviors. That means if your leaders are not consistently, meaning always<\/em>, acting with the organization\u2019s core values in mind, they aren’t representing the values at all. This will be noticed and remembered by employees. And, you can\u2019t expect your people to act any differently than the leaders they are supposed to follow and admire.<\/p>\n

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So why implement a corporate culture in the first place? Jonathan Keyser, the Wall Street Journal<\/em> bestselling author of You Don’t Have to Be Ruthless to Win, <\/em>states, \u201cA good culture equates to so much more than just an enjoyable workplace or a happy team. A strong culture acts as a safeguard to protect your business\u2019s most valuable resources. When companies do not focus on their culture, they are prone to significant setbacks, including a loss of brain trust, costly recruiting fees, training and development time, and stunted interpersonal collaboration, which all equate to a financial loss.\u201d<\/p>\n

When Keyser is not out speaking to organizations about how to create the culture of selfless service that gets employees to stay, he\u2019s running a successful commercial real estate company. USA Today<\/em> calls Keyser \u201cThe Commercial Real Estate Industry Disrupter.\u201d I had a chance to meet with Keyser to discuss his book and he shared five steps to creating a healthy workplace culture:<\/p>\n

1. Reflect <\/em>\u2013<\/strong> Keyser asks, \u201cWhat type of employee do you want to attract?\u201d You start by creating a mental persona for that individual. You want to define the behaviors and attitudes you are seeking. You also want to know what would attract that person to your organization. That will be reflected in your organization\u2019s behavior. Keyser adds, \u201cOnce you define what\u2019s important to your employees, follow the same process for your clients.\u201d<\/p>\n

2. Specify \u2013 <\/em><\/strong>Keyser says, \u201cThe problem with most corporate values is they are ambiguous. Companies will write words and phrases like integrity<\/em>, teamwork<\/em> and hard work<\/em> on their office walls and don\u2019t give context as to what those words truly mean within the workplace.\u201d Go beyond the writing of the words and add simple and clear definitions or descriptions of how they are to be used at work. Start with your core value key phrases\u2014what do they mean in relation to how your team interacts with each other and the outside world?<\/p>\n

3. Differentiate<\/em> \u2013<\/strong> Is the culture you are implementing different enough from your competitors to win the attention of recruits? If not, you\u2019re just like any other employer. You want to find your difference. For example, one of Keyser\u2019s core principles is to be bold. Plenty of companies claim to be bold. However, Keyser takes it one step further and clearly defines what this means in his company. He says that they do not punish mistakes, because fear of mistakes keeps a person from being bold and willing to take massive action, which is where value is created.<\/p>\n

4. Implement \u2013<\/em><\/strong> This goes back to the second step, specify. One toxic person can destroy a culture, so it\u2019s crucial to be specific when you outline what type of behavior is expected of your team and what corrective action should be taken if you find misalignment. The words you \u201cwrite on your walls\u201d must come to life.<\/p>\n

5. Realign \u2013<\/em><\/strong>The question isn\u2019t if<\/em> you\u2019ll go out of alignment with the culture you\u2019ve created (or want to create), it\u2019s when<\/em>. Keyser suggests constantly monitoring and evaluating the culture. Speak to members at the top and bottom of your organization, have your HR team conduct exit interviews, and check online sources like Glassdoor regularly. Keyser says, \u201cA toxic workplace can spread like wildfire, so it\u2019s your job to investigate proactively and realign when necessary.\u201d I refer to this as defending the culture, which may be one of the most important jobs of a leader.<\/p>\n

A toxic workplace will challenge the company to keep not only employees, but also customers. The leaders\u2019 ability to define core values, as well as live and demonstrate them to employees is the key to creating an enduring, positive culture. These five steps to creating a healthy workplace culture will also help you prevent a toxic culture so you retain your best employees\u2014and your best customers.<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

What\u2019s happening on the inside of an organization is felt on the outside by the customer. It is more important than ever to create a culture that attracts and retains the best employees. Good or bad, the culture and employees operating within it will influence the customer experience. That\u2019s why today we\u2019re going to dive […]<\/p>\n","protected":false},"author":1,"featured_media":13120,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[76],"tags":[],"class_list":{"0":"post-13119","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-leadership"},"yoast_head":"\nCreating A Culture That Attracts And Keeps The Best Employees | Brandiary<\/title>\n<meta name=\"description\" content=\"What\u2019s happening on the inside of an organization is felt on the outside by the customer. 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