Franchise company culture plays a large role in a company’s success. A positive company culture will encourage employees to work harder and stay with your company longer. Employees will also look for ways to help the business become more efficient and more profitable. When your people are happy, they pass the savings onto you. Here are some tips on how to create a positive company culture.
Here’s How to Create a Positive Company Culture
1. Prioritize Health
The world has recently come out of a pandemic, and health is more important to employees than ever. If you want to create a positive company culture, you need to make employees feel safe and healthy. Do this by providing adequate health insurance for full-time employees. People should get their insurance within 3 to 6 months after their start date. You should also encourage employees to work from home when they aren’t feeling well. Finally, you should make sure employees have plenty of physical space between each other. You can also install hand sanitizer stations and reminders on how to stay healthy. Healthy employees show up to work more and work harder.
2. Use Standardized Metrics to Measure Performance
Employees need to feel that there are fair metrics in place to judge their progress at work. You can gauge things based on productivity, sales, or a number of other metrics. Make them clear to everyone. You should also make it clear how you calculate the metrics so that employees understand what they need to do to help you gather accurate data. This helps you learn what your employees are doing every day and how much they can accomplish. You can use the data to adjust the metrics as you see fit.
3. Get to Know Employees
You need to make a point to get to know your employees on a personal basis. You can do this with casual meetings in both a group and one-on-one setting. You can have other meetings to talk about performance. These meetings should involve learning what motivates your employees and their thoughts about working for you. If meetings aren’t your style, make an effort to get out into the workspace to answer questions and help when the real work is going on. You will be able to show your expertise while getting to watch your employees in action.
4. Request Feedback
Running a company can mean that you focus on the big-picture ideas as opposed to the day-to-day operations of your organization. You may not be able to properly see the things that could use improvement. Who better to suggest improvements than the people who work there every day? Provide an anonymous suggestion box or anonymous surveys to allow people to express their thoughts. You can also establish an open-door policy that gives people the chance to voice any concerns to you in person when a certain problem comes up.
5. Encourage Diversity
People have struggled and worked for years to become equal to other people simply due to their skin tone, country of origin, gender, sexuality, or age. As the leader of your organization, you need to go out of your way to create an environment of inclusion. Start by hiring a professional who can consult on ways to increase inclusion in your business. If you do notice any form of discrimination, it needs to be taken seriously. Investigate all complaints immediately. Establish clear consequences for anyone who hinders your efforts of diversity and harmony.
6. Recognize Hard Work
Many employees don’t feel adequately appreciated in their current position. When you see an employee doing a good job, you should make a point to celebrate their efforts. Acknowledge them in a public way. You can also give them some sort of monetary reward for going above and beyond. Hopefully, other employees will be encouraged to work hard, too.
7. Create Clear Core Values
When you clarify what your company stands for, these values can guide you in the right direction during your daily dilemmas. Make sure that all employees in your company know your core values, too. The idea is to get them to go through the workday with those same values instilled in them. Write your core values down, go over them during orientation, and reiterate them once or twice a year while also placing reminders around the workspace, whether it’s an office or a restaurant.
8. Promote From Within
Many employees don’t appreciate being at a job for years only to watch someone else come in at a higher position who doesn’t know the ins and outs of the company. You should only hire people that you can see promoting down the line at some point. Instead of hiring C-level employees, you can promote within and hire entry-level employees to train. Always keep your eyes open for who is truly making an effort at the company.
9. Set Standards
You want your employees to like you, but you also want your employees to behave in an appropriate manner. Establish standards and hold people to them. If you let employees get away with anything, they will do just about anything. Some common expectations include regular attendance, proper customer service, and appropriate behavior in the office. Establish consequences when an employee does not meet your expectations, and stick to them.
10. Have Fun
Just because you are at work does not mean you can’t have any fun. It’s okay to joke around with employees and let employees joke and laugh and have fun. Encourage social outings after work and allow people to be silly. For some workplace culture examples, you can even provide games in the break room or ice-cream socials once a month. These little extras can make an employee want to stay.
Hire Applicants Who Will Contribute to a Positive Environment
One of the best ways to create and maintain a positive company culture is to hire people who will help make it happen. Luckily, Sprockets empowers you to do precisely that. Our sophisticated solution to hiring combines natural language with artificial intelligence and over 80 years of psychological research to predict which applicants will succeed at your company and mesh well with your team. It’s not magic — it’s logic.
Schedule a demo today to see how the Sprockets solution works!
While it is understandable that one would prefer to work with an employee who already understands industry jargon, is familiar with the proper tools, and has a grasp on what the job entails, these hiring criteria might only benefit you in the more senior positions. However, when trying to fill hourly or even entry-level positions, hiring candidates with no industry experience might lead to a better quality hire in the long run.
When faced with a mountain of resumes, it makes sense to focus on candidates with a proven record in the industry. However, multiple reports, such as this one by Glassdoor, say that this might not always be the case. You might actually end up missing out on the ideal applicants. Below, we discuss five important reasons why you should pick potential over experience:
5 Reasons to Hire Applicants With No Industry Experience
1. They Are Adaptable: Newbies are moldable, unlike someone who has done the same tasks and solved the same issues in a different organization. An experienced person will not question or examine strategies, status quos, or processes with fresh eyes. They tend to be cookie-cutters who follow the same standard procedure that they’ve always used.
Currently, all industries are facing uncertainty. There has never been a time when organizations needed change or coping skills as much as they do now. Unfortunately, an employee who has spent a significant amount of time fixated on the same role, facing similar challenges and using the same thought process to come to solutions, will need intense training to re-imagine or rethink a task. Choosing to bring new and unexplored talent — people who have yet to develop habits and routine practices — will present you with employees who respond positively to changes, adapt seamlessly to new company culture, and seek new solutions and opportunities.
2. They Bring Fresh Talent and Perspectives: While experience is valuable, companies are now more focused on diversifying their culture and hiring employees with a wide range of skills. Culture is ever-changing, and the younger generation is at the forefront of it. Hiring fresh talent will introduce new ideas and perspectives that align with the current market trends and expectations. People who’ve done the same or similar jobs over and over tend to fall into a mental rut. Similarly, your interviews will be more enlightening and exciting. Not only will you grow in the process of hiring newcomers in your industry, but you might land the brilliant, energetic employee you always wished for.
3. They Are Passionate: When you’re accustomed to the same routine and job, your curiosity tends to dip. Taking a chance on someone without experience and training them can help motivate them to remain passionate and loyal to your organization. New employees without experience are usually eager to learn and impress if only to affirm your decision in hiring them. Experienced employees will probably tell you how they will accomplish the job in the same guaranteed approach, without expressing interest in learning what makes your company unique. Candidates who have been in the industry for years sometimes tend to be the least creative, especially if you’re looking for someone who can rethink and improve upon an idea or a function.
On the other hand, an entirely new candidate in your industry has innate curiosity, positivity, and passion. Along with the feeling of accomplishment, these traits will rub off on other employees, which might end up positively impacting your organization’s productivity.
4. They’re the Future: Bringing in a new candidate with no prior experience, while challenging, can help foster innovative ideas. You get the opportunity to train them to fill the role the way you want it to be. Additionally, watching your new hire transform right before your eyes into a full-fledged professional is both rewarding and inspiring.
5. They Bring Diversity: Diversity and inclusion are vital in any organization. A diverse workplace yields higher revenue growth as well as increased employee retention. A diverse team improves morale and allows for exchanging ideas from different demographics, leading to out-of-the-box solutions.
Find the Right Applicant With the Right Recruitment Solution
Hiring young talent is not only refreshing to your organization, but it’s also an opportunity for growth and better ideas. You will develop a positive company culture of inclusion, challenge your thinking, and open pathways to innovative ideas, which might be the best thing you ever do.
This hiring process can be difficult, but not with Sprockets. To ensure you hire the right candidate, Sprockets offers personality tests for the interview process to ensure you find the right candidate. Our sophisticated solution combines technology and psychology to find applicants with a similar mental makeup as your current top-performing employees, ultimately reducing costly turnover. Schedule a brief demo today to see it in action!
What matters more to you when hiring: the applicants’ personality or the skills in their CVs? A study revealed that 78% of professionals from various industries agreed that personality is the most crucial factor when hiring. These employers cited the initial skillset as the least important factor. Many employers want to find people who will mesh well with their values and cultures.
Why Should You Recruit for Personality?
According to Leadership IQ’s study that involved about 20,000 companies, 46% of new employees quit their jobs or fail within one and a half years. Also, a whopping 89% of those failures were due to attitudinal reasons. You can imagine the cost these companies incurred due to high employee turnover. So, assessing your applicants’ personality rewards you with the following benefits:
1. Boost Employee Engagement: If a person’s preferences and interests fit a job, they’ll keep them engaged over a long period in the workplace. As an employer, you’ll want to know your potential employee’s engagement level in the job. People who enjoy doing their tasks are more likely to derive satisfaction from their jobs. Consequently, they’ll gladly welcome opportunities for growth and development in their careers. As such, expect improved on-the-job performance, which will boost the overall success of your business.
Your business needs people that will freely share ideas and forge robust cooperation. However, it’s nearly impossible to determine if a potential employee can interact positively with your customers and other employees before hiring them. That’s where an employee personality assessment becomes useful. You can determine an applicants’ social skills with a quick personality test.
2. Increase Employee Success and Job Performance: Pre-employment personality assessments can give you powerful insights into a candidate’s future success at the workplace. If you’re looking for employees that will post stellar performance in your business, the assessments will help you identify desirable personality traits.
These traits include professionalism, high energy, confidence, self-monitoring, empathy, etc. You can rest assured you’ll reduce your employee turnover by recruiting for traits such as these. Your workforce will tend to stay positive in their jobs and improve performance.
3. Reduce the Cost of Bad Hires: You win some and lose some, but it’s expensive to hire badly. So, strive to hire more people with the right personality. While a typical profit-and-loss spreadsheet will never reveal bad hires, evidence shows that low employee retention is among the factors that hurt corporate profitability. According to research, a company can incur 50% to 400% of an employee’s annual salary if that employee leaves.
What Are Some of the Crucial Personality Traits to Look for in a Candidate?
When arming yourself with personality tests for your applicants, be sure you identify all the ideal traits that fit the target positions. Here are the most common qualities to test:
- Professionalism: This trait includes a person’s attitude, behavior, and conduct in a business or work environment. You want people who conduct their jobs in a way that preserves and even boosts your company’s image.
- High energy: An employee with high motivation will work their tail off to bring maximum value to your business. They’re usually highly engaged, proactive, energized, driven, focused, and coachable.
- Confidence: Having technical skills is one thing, but demonstrating confidence in your skills to solve an issue is another thing. Does your candidate believe in themselves and their ability to serve clients, interact with other employees, and push your business forward?
- Self-monitoring: Don’t hire a person that will laze around and scamper to their duties when they see you or their superior. Go for those who value the company’s time, know how to use their skills for particular tasks, and self-monitor their improvement. Such breeds don’t need high levels of supervision.
- Team-player: While one person can move quickly, your company requires team players if you’re looking to grow. Employees who easily collaborate among themselves will brainstorm on ideas, solve problems together, and support each other for common goals.
- Empathy: A highly empathetic personality strives to cultivate curiosity about strangers, discover commonalities, listen well, and try to understand another person’s situation. They also have ambitious imaginations. Hire empathetic people to wow your clients, surrounding community, fellow employees, suppliers, and other stakeholders.
How Personality Assessments Can Help Pin-Point the Right Candidates
Employee personality tests aim to determine attitudinal and other traits. Most modern tests, like Sprockets’, employ a combination of psychology and technology to identify red flags. Forward-thinking companies understand the importance of hiring for personality and embrace these psychology-backed assessments. They’ve realized that relying on gut feelings and CVs alone can only take them so far.
The icing on the cake is that you can get the testing done within just a few minutes using a desktop or mobile device. You can then use the results to assess how applicants will fit with your business culture. With these personality assessment tests, you’ll get all sorts of relevant information concerning your applicants, like their:
- Level of emotional intelligence
- Work ethic
- Score in terms of the big five personality dimensions: extraversion, conscientiousness, neuroticism, openness, and agreeableness
Would you like to customize the tests to meet your specific wants and needs? These psychology assessments can handle that too.
Hire the Right Fit With Sprockets!
There’s more to hiring the perfect candidate than experience and skills. Hiring someone with the right personality is crucial to the company’s success. While skills can be taught, having the right attitude, passion, and eagerness for a field cannot. Focusing on the candidate’s personality is vital to ensure a healthy work culture and employee engagement amongst team members. The wrong personality and attitude issues can impair workplace morale, draining your energy, resources, and time. Eventually, negative traits can drive away your hard-earned customers and top performers.
Do you find it hard hiring the right fit for your business work culture? At Sprockets, pinpointing the perfect match is our business. Request a demo now and see how we can bring value to your business.
A positive outlook has a major impact in the workplace. From hiring to retaining employees, a positive attitude by management can make all the difference. In fact, Glassdoor reported that 35% of employers who hire new employees do so expecting that more will quit within the year. If employee retention is an issue at your business, don’t forget to start at the beginning because positivity in the workplace can make all the difference.
If you’re looking for help in your hiring process, Sprockets’ Applicant Matching System can ensure you only hire the right matches for your business.
In order to retain employees, you can be a skeptical optimist. By wanting to believe that your new hires will stick around, you’re more likely to put in the extra effort to keep them around. This turns into a ripple effect. When you treat employees with a positive attitude and gratitude, they will have a positive feeling towards the business. Employees who feel a deeper connection to a business are more likely to stay longer.
In addition, a positive workplace has effects beyond employee retention. Employees with a positive attitude are found to have the characteristics outlined below.
- Positive employees are more productive, proven by this study.
- Employees who are known for a positive attitude are typically more engaged.
- Those who have a positive outlook are good role models for other employees.
- People with positive attitudes get sick less often.
How to Spread Positivity in the Workplace
- Be respectful
No matter the position of the employee, be respectful! If they’re having a stressful day, don’t just brush it off. Lend an ear and proactively work towards a solution together. This will aid in employee retention.
- Attitude of gratitude
Always show gratitude for your employees! Whether it’s a thank you note around the holidays or special recognition for a job well done, don’t take your employees for granted. When people feel appreciated, they are more likely to be happy in their position and with the organization.
- Be receptive to feedback
It’s one thing to ask for feedback and another to be receptive. When you show employees that you appreciate their feedback and take action on it, you convey that you care.
Overall, if you begin your hiring process with a positive outlook, the ripple effect will have a great effect on your business. From productive employees to increased employee retention, do your best to see the best in your workforce and support them.