{"id":35647,"date":"2022-09-19T09:40:36","date_gmt":"2022-09-19T13:40:36","guid":{"rendered":"https:\/\/www.glensfalls.com\/glensfallsbusinessjournal\/?p=35647"},"modified":"2022-09-19T09:40:36","modified_gmt":"2022-09-19T13:40:36","slug":"business-report-culture-for-retention-and-recruiting","status":"publish","type":"post","link":"https:\/\/www.glensfalls.com\/glensfallsbusinessjournal\/2022\/09\/business-report-culture-for-retention-and-recruiting\/","title":{"rendered":"Business Report: Culture For Retention And Recruiting"},"content":{"rendered":"
\"\"
Michael Cruz is president of Lighthouse Advisors LLC in Queensbury.<\/figcaption><\/figure>\n

By Michael Cruz<\/p>\n

We spend a lot of time thinking about how to attract and retain employees.\u00a0 <\/span>Pay rates, time off, health care, 401Ks and more.\u00a0<\/span><\/p>\n

Yet, the number one reason people leave is that they do not like their boss. Number two is that they feel unappreciated. And third is that they do not like the company\u2019s culture.<\/p>\n

You have a culture at your company. If your company is large, you probably have some culture statement. They often start with \u201cWe have respect for our customers and employees.\u201d Then, that new employee gets publicly berated by a coworker\u2014or worse their manager. Do you think that they now believe the culture document?<\/p>\n

If your business is smaller, you may think you are too busy to spend time worrying about that \u2018soft\u2019 stuff. The key message here is that you already have a culture. In this case, one that is unwritten and passed down by employees.\u00a0<\/span><\/p>\n

All organizations have culture. Merriam Webster defines culture as \u201cthe set of shared attitudes, values, goals, and practices that characterizes an institution or organization.\u201d Wiki says it is \u201cthe values and beliefs; language and communication; and practices shared by a group of people.\u201d Thus, you have a culture at work, at church, with friends and even in your family.<\/p>\n

Normal people do their very best to adapt to different cultures. We try to \u201cfit in.\u201d Think about the first week for someone new to your company. They are quieter at the beginning. Normal people observe for a while. They want to assess what is expected.\u00a0<\/span><\/p>\n

<\/span><\/span>They observe how people communicate and behave. And they try to mirror that behavior. Sometimes they find the culture not to be a fit. And eventually, if that is the case, they will leave.\u00a0<\/span><\/p>\n

You spend a lot of time hiring and training employees. When they leave, it is painful for you and your other employees.<\/p>\n

One way to address this is to get a sense of what your real culture is. Not what you wish it to be, be a real sense of what it is. There are a lot of tools to help accomplish this. Most of them begin with a culture survey of your existing workforce.\u00a0<\/span><\/p>\n

The tool I have used most often is one developed locally. It is by CultureTalk of Saratoga Springs, which has been adopted in 16 countries to date. (www.CultureTalk.com)<\/p>\n

They offer an assessment tool to survey your existing company culture. The goal of a baseline culture audit is to measure, validate and define the unwritten behavioral patterns of a group. By creating a shared understanding and common language, culture becomes a strategic asset that guides the development of leaders, teams and brands.\u00a0<\/span><\/p>\n

It is a starting point that can be applied to change management, recruiting & retention, brand positioning, team dynamics and other efforts.\u00a0<\/span><\/p>\n

With a culture profile in hand, you can hire more purposefully. You can use those results to ask better questions that will determine if potential hires will better \u201cfit in.\u201d In my experience, this has greatly reduced the number of short timers (miss hires). \u00a0<\/span><\/p>\n

CultureTalk also offers tools that allow you to assess individuals. You can then use a common language and framework to foster better communication between key members of your team. This supplements and enhances your other recruiting and retention efforts. It allows you to identify and address the things that cause people to leave, greatly reducing the turnover that costs you a lot of money and distractions.\u00a0<\/span><\/p>\n

With commitment over time, this investment in your company pays off in many ways.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

By Michael Cruz We spend a lot of time thinking about how to attract and retain employees.\u00a0 Pay rates, time off, health care, 401Ks and more.\u00a0 Yet, the number one reason people leave is that they do not like their boss. Number two is that they feel unappreciated. And third is that they do not […]<\/p>\n","protected":false},"author":89,"featured_media":35648,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[32],"tags":[],"yoast_head":"\r\nBusiness Report: Culture For Retention And Recruiting - Glens Falls Business Journal<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.glensfalls.com\/glensfallsbusinessjournal\/2022\/09\/business-report-culture-for-retention-and-recruiting\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Business Report: Culture For Retention And Recruiting - Glens Falls Business Journal\" \/>\r\n<meta property=\"og:description\" content=\"By Michael Cruz We spend a lot of time thinking about how to attract and retain employees.\u00a0 Pay rates, time off, health care, 401Ks and more.\u00a0 Yet, the number one reason people leave is that they do not like their boss. 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