Does Your Company Culture Attract Top Talent (Part 1)?

Why are some companies known as great places to work and others are known as places to avoid?  Some of it has to do with the company’s industry and some of it has to do with senior leadership’s personality extension.  The great companies, those that attract the top talent, all have something in common; they have created a corporate culture that draws the best people to them.   Companies don’t have to be large multi-national organizations to create a great culture.  Following these simple tips will build a culture that attracts high performance employees.

 Start by asking these basic questions:

  • How would you define your company culture? 
  • What are your core values? 
  • What does your company truly represent? 

Your Company Culture is your company’s “way of life.” It is your DNA, it’s what makes you unique. A strong, positive company culture can become a magnet for Top Talent. When an employee goes to work for Zappos, an online shoe and clothing store, they are 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?

Here are four quick steps to building a dynamic, talent attracting culture:

  1. Know your culture – senior leadership often has no idea how employees define their company’s culture.  Take time to find out or have an outside source interview employees to define it for you.
  2. Hire tough – Manage easy – the people who make up a company have the most impact on culture.  Leadership has to have a system that makes hiring an effective process.
  3. Communicate – don’t leave employees in the dark.  Frequent, but appropriate, communication about company objectives, performance, results, etc… is highly desired by employees.
  4. Rethink outside the box – don’t let status quo rule your organization.

As you think about  the next quarter, choose one of these steps to increase the attractiveness of your company culture.  Tomorrow I’ll add part two; questions to ask employees about company culture.