Customer Workshop Recap: Tips for Each Phase of the Employee Lifecycle
At CultureIQ, we believe in the value of community. Participating in a dialogue with other companies sparks new ideas and ways of thinking about culture. It provides a way to learn about initiatives without all the trial and error, and most importantly, it can promote accountability.
Last Thursday, we hosted our first client workshop. Representatives from four companies visited our offices in Manhattan for a three-hour dialogue centered around scaling culture during growth. While we couldn’t invite all of you readers to this first one (but stay tuned for future workshops!), we wanted to make sure that everyone in our community has the opportunity to learn from our experience.
Here are six specific ideas that were shared by our customers during the session, organized by employee lifecycle:
1) Update your job descriptions:
While describing the technical skills necessary for a role is a must, describing the cultural attributions of the role and the company is equally important. Sometimes this can be summed up in a statement like “Strict ‘no assholes’ rules” (The Muse) while other times it might involve a few more descriptive bullet points. Be weary of overused terms and try to reflect your company’s unique culture – a lot of companies are looking for passionate self-starters.
2) Do more interviews:
One of our customers said they saw a significant decrease in their attrition rate when they updated their job descriptions and starting conducting more interviews. According to a study by Google, an employee can be hired with 86% confidence after 4 interviews. In order to determine cultural fit, have candidates meet with at least four employees. Feel free to branch out to others who may not be on the candidate’s team!
1) Formalize onboarding:
Whether it’s the first day or first two weeks (we heard both!), formalize the onboarding experience to ensure that each new hire is submerged in company culture. This is the first impression of what’s important to the organization, so focus on mission and values – employees will have plenty of time to learn how to do their individual jobs. Some ideas we heard during the session include having the CEO speak, hosting a scavenger hunt, and meeting with various “culture committee” members who are prepared from across the organization.
2) Start employees together:
If your company is large enough, schedule new hires to start on the same day to create an incoming class. This fosters a sense of community since they’re “all in this together.” Some of our customers said that all levels from assistants to c-suite experience onboarding together. This can proactively break down barriers before they are even formed!
2) Ask about core values:
We heard that including the company’s core values in feedback sessions and performance reviews reinforces the importance of demonstrating key behaviors. One of our customers even mentioned that demonstrating values is all they ask about during performance reviews. Their logic is if the employee is demonstrating the company’s core values, they’re probably performing well too.
3) Recognize employees:
While it’s easy to celebrate a new sale or performance metric, it’s important to also recognize employees who live and promote the company’s values. One idea we heard was a peer-to-peer recognition program in which anyone can post the name of a colleague who has lived a value on a bulletin board. (They are planning on moving the program to an intranet site to connect the offices together).
Thank you to our customers who actively participated in our workshop. We learned a lot together and are looking forward to the next one.