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Category: culture

How to Turn Employees into Brand Ambassadors

Posted on by Joe Busald

 

Creating employees as brand ambassadors is imperative to a business’ growth and hiring culture, as candidates trust employees 3x more than the employer to provide information on working at the company. Brand ambassadors share the good word of your company, turn reputation into reality, and help the organization grow through business and employee referrals. Think of brand ambassadors as a team of on-the-ground recruiters that use their first-hand knowledge to display your company’s values and employer brand.  So how do you build them?

It starts with a strong employer brand, which according to CareerArc, 75% of job seekers review before even applying for a job.  Brand ambassadors personify an employer brand in their social networks, evangelizing the culture and brand values across all their communications, both in-person and online.  To unify your employer brand and employees:

Share the company vision

When employees know the long-term goals and company WHY they feel more invested.   A culture that is fueled by a common mission motivates employees beyond the dollar.

Encourage company pride

Think about how a sports team wears the uniform and how the fans display those colors.  Simple acts of pride and tokens (think coffee mugs) can go a long way with employees.  Additionally, so can community days or giving back as a group.

Create a place where people love to work

Promote camaraderie at work.  Events like office or virtual happy hours encourage staff members to know one another on another level.  Small activities where people can build relationships aid in creating a place where people are happy to spend their days.

Provide an incentive

Reward employees who are brand ambassadors, after all, it is a voluntary position. Consider a referral reward program that offers bonuses for those who help recruit employees or simply highlighting an employee who displays the organization’s vision or values is a gesture that may incentivize others to act accordingly. When team members feel valued and appreciated, they’re more likely to spread the word about how much they enjoy their jobs.

The best brand ambassadors and often the most impactful, happen organically. They share their positive experiences because they truly believe in the company and its culture.  When employees turn into brand ambassadors, they become a powerful and essential aspect of your recruitment and hiring process.  Want more ideas to grow your employer brand and brand ambassadors? We’ve got them! Reach out today.

7 Steps to Determine if a Candidate is Right for your Culture

Posted on by Joe Busald

You’ve probably been there:

You interview a candidate.

On paper, he or she looks amazing.

Every box is checked, and he has the perfect profile.

You hire him…and he just doesn’t fit the culture!

What happened?

 

We’ve all read about culture fit vs culture add.  Both are important!  How do you strike a balance and know what to look for in the interviewing process?

  1. Make a list of the skills that are important to the role. These should go beyond technical skills, to include behaviors and talents.  Think about phases such as: business-driver, innovator, leader, agile, collaborator, etc.
  2. Make a list of the core values that need to be exhibited by every employee.
  3. Create a list of questions around these two lists and use this as your interview guide.
  4. Ask very specific questions around those 2 lists. You can conduct behavior based interviewing – but make it feel natural and conversational.
  5. Share the core values of the organization with the candidate and ask which of these stand out to them the most.  Ask for examples of how he or she exhibit these core values in the work environment.
  6. Most importantly, share your organization’s WHY.  Let the candidate know the following: What do you stand for? How are you different? Why do they want to work for an organization like yours? What type of people are successful and which aren’t as successful at your company.
  7. Lastly, build a connection with the candidate.  Ask them to share their WHY.  What motivates him? What frustrates him? What environment does she thrive in?

Utilizing the list above will ensure that you find someone that will not only reflect company values and ethics but will also have the talents and skills that will enhance the team. This person will fit into the culture well, but also add to the team and enhance the overall culture, delivering best of both worlds.

To learn more about interviewing best practices, and determining the right fit for your organization, schedule a 30 minute call today.

WHY Matters: Do you know your organization’s WHY?

Posted on by Joe Busald

 

From Simon Sinek’s famous Ted Talk as to how great leaders inspire action to John Doer’s goal-setting Ted Talk, it’s apparent that truly transformational organizations are very clear on their purpose. When we have a clearly defined “why,” that is actively communicated to all, and embraced by leadership and employees, we feel more closely aligned with our purpose. 

And only then, can culture really thrive.

 

Perhaps a company’s WHY was never called-upon as much as it was amid the Coronavirus pandemic. An organization’s WHY can be simply stated as a reason for being, beyond profit. A recent study from Morning Consult shows that buying behavior, consumption preferences, and public opinion about brands shifted rapidly as the coronavirus crisis evolved. The data intelligence firm’s research suggested that for large companies to strengthen consumer affinity and loyalty, they should “put their purposes and values into practice.”

 

What can a clearly defined WHY do for your organization?

 

Create Employee Culture and Engagement

A common goal and purpose inspires employees to feel a part of something bigger. They take pride in their contribution and when they know what they are working toward, engagement increases.

 

Result in a More Productive Workforce

A purpose can set the compass in the right direction. Teams and Individuals know how their roles contribute to the whole. When they feel that they are an integral part of the vision, people feel more fulfilled. Research by Bain & Company concluded that if a satisfied employee’s productivity level is 100%, an engaged employee’s level is 144%. But the productivity of an employee that is truly inspired by the purpose of their employer is 225%

 

Aid Recruitment Efforts

Talent, and especially millennials, like to know a company’s bigger purpose. Jobseekers also evaluate an organization’s higher purpose and take into consideration how the company contributes to society and the community.

 

Retention Rates

When an employee feels that their work makes a difference and a connection to the bigger purpose, retention rates increase. This connection results in employees being twice as likely to stay with the company and for millennials, this number is even higher: they are five times more likely to stay according to a PwC study.

 

It may seem overwhelming, but there are dozens of ways to identify your organization’s WHY. From leadership brainstorming to fun activities that involve and inspire your workforce, identifying your company’s higher purpose matters. Need help starting? Reach out to us and we’ll help you to get the ball rolling.