Keeping Your Culture Front and Center: Hire, Fire, Be Wire(d) by It
In my last post I covered the importance of culture and how to define it for your business. In this post we'll discuss hiring for it, firing for it and making it a part of your everyday decisions at work.
Hire by It
Once you've identified your core values, you'll want to hire associates who share those values, so make culture a part of your interview process. It's often said, “hire for passion first, skills second.” The same can be true for values. At BoomTown we look for values first, then ensure the candidate is a skills match. Here are some tips that have helped us build a wildly passionate and cohesive team at BoomTown:
1. Ask Values Based Questions: To assess whether someone will be a good culture match, try asking questions related to your Core Values.
- BoomTown Core Value – Communicate Openly and Honestly
- “Tell me about a time where you messed up.” – Listen for how they communicated to their clients and team members during that time.
- BoomTown Core Value – Stay Humble
- “Tell me about your reeeeeally non-tech savvy clients” – Watch their reaction for a read on their true nature of humbleness or lack thereof
2. Reflect with Values Based Questions: After asking the applicant questions, it's time to ask yourself a few. A couple of my favorites are:
- Would I mind being stuck in an airport for 5 hours with this person?
- Would I choose to sit next to this person in a lunch room or grab a table to myself?
- Could I work next to this person every day?
3. Review Applicants' Personality Assessments: If hiring to work closely with other team members or for specific roles within your team, you might consider a personality assessment. I'd recommend profiling your team first to then find similarities and differences in your applicants' responses. Below are links to the two most commonly used personality assessments:
Fire by It
In my experience, it doesn't take long to realize someone is not a culture fit. Don't delay. A bad culture fit will be toxic to your team. They'll bring overall morale down and result in costing your company a lot of money! To add culture to your firing process you have to add it to your reviews. Whether your team has a 90 day review or weekly check-ins, team members need to know that they're not only responsible for the day to day activities associated with their job, but that they need to be carrying out those skills while embracing your company's core values.
Be Wire(d) by It
Culture can't be a patch. It has to be woven through the fabric of who you are. Place your Core Values in a visible location of your office. Try using them in your everyday conversations with each other and clients. Before you know it, it will become second nature to use them in business decisions. When culture is a focus in your office, employee happiness and retention goes up. The proof is in the pudding. According to a report by Employee Benefit News:
- 35% of employees report company culture has the greatest impact on morale
- 22% believe it has a major effect on productivity
- 23% of younger workers say it plays the biggest role in building job satisfaction.