Does the emergence of a company’s culture happen organically or by design? Can you build a company’s culture from the ground up? Can you change an established culture in a larger organization?
TechCXO’s Human Capital professionals believe you can establish a baseline for building culture with how you focus on hiring, how you coach and mentor, and how you engage employees.
Company Culture
Many organizations strive to “build a culture.” They want positive values embraced in their organization that include cooperation, honesty, teamwork, respect, tolerance, innovation, merit-based rewards, openness, and other virtues.
People often confuse culture with desirable perks like free lunches, unlimited vacation, and allowing dogs in the office as “culture builders.” In truth, these are applications of defined culture. Perks will eventually lose importance if values, vision, mission and purpose are not established.
TechCXO works with leadership to create foundational standards. Instead of heavy-handed policies, standards can build culture. An example might be related to expenses. Instead of policy, employees embrace standards to “act in the company’s best interest.” Through hiring practices, compensation, and celebrating acts that reinforce standards, you can quickly and forcefully create cultural landmarks, even if they break with classic HR practices.
What to Expect from TechCXO
We uncover your fundamentals such as, “What ideas and principles were the company originally founded on? What lights the organization up? What do our people genuinely care about and even get fanatical about?”
Culture and candidates must fit. The techniques and skills in behavioral interviewing will provide a method for interviewing candidates that will ensure the best possible fit.
The key in developing a world class, high performance culture is in creating an atmosphere of sourcing, hiring, effectively onboarding while effectively coaching and mentoring the team. In accomplishing this, a critical mindset and skill is in teaching people critical thinking and decision making skills.
Employees engage with their organizations in two primary ways: (1) their work and (2) their boss or supervisor. People want to know if the mission or purpose of the organization makes them feel that their job is important. They want to be able to tangibly link their work to the overall purpose of the organization.
Impact
- 12% Happy employees are 12% more productive and highly engaged workplaces have a 10% increase in customer ratings
- 21% Highly engaged business units where employees feel they are stakeholders of their own future increase profitability an average of 21% according to Gallup
- 2.4x Companies with more engaged workers grew revenue 2.5 times as much as companies with less involved workers over a period of seven years.
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