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All businesses have employees, customers, revenue and expenses, but few develop a true company culture in which employees are engaged and motivate. Creating a vibrant company culture requires time and energy from leadership. Without leadership commitment, there’s no way to create an engaging work environment. Use the following tips to create a culture that will keep current employees happy and attract new talent



Determine the Culture

A great company culture comes from the top down.  Owners, partners and managers set the tone and must take the time to determine what that culture looks like. Sit down with a pen and paper and get serious about how to design or redesign the company culture.  Start by asking these questions:

  • What does the company stand for?
  • What is the personality of the most successful employees and loyal customers?
  • Why would someone want to work for the company versus its competitors?
  • What do we want employees to tell their families and friends about where they work?

Get Out of the Office

Employees need to see leadership walking around and paying attention, so do it at least once a day. However, it’s important not to use the daily walk around the office as a time to point out problems.  Use this time to point out successes. Leadership should aim to have employees start saying: “Wow, the big boss just took the time to talk to me and that was an awesome experience.”

Schedule a Daily Meeting

Every working day, employees should participate in a company-wide meeting to discuss results from the previous day and determine what is expected from everyone on the current day. Get rid of distractions during this meeting; set phones to voicemail and stop making outbound calls. It can be helpful to play a quick motivational video (try two-minute “Grant Rants” on YouTube), but never let the meetings run longer than 10 minutes.

Daily meetings may sound impossible, but can lead to increased sales. Commercial Fleet Financing, Inc., which provides financing for commercial fleet vehicles, started holding these meetings and found sales doubled in the next 12 months, with annual business rising from $36,000,000 to $100,000,000 from 2013 to 2014.

Even better, make sure the leadership participates in each meeting to drive home the fact that they are involved and interested in what employees are doing and promote the company culture.

Understand Future Employees (Millennials)

Defined as those born between 1980 and 2000, these 20-somethings are entering the workforce—and they are looking for more than just a job. Jarrod Glandt, host of Young Hustlers on WIT Network, suggests the following:  “You need to understand that millennials have all sorts of information at their fingertips and they use it to make career decisions. You don’t need to change your company culture to be a kinder more gentle organization as many people think. However, you do need to define your culture so that you attract millennials who want the culture that you offer.”

But don’t just push a false company culture to attract employees of all shapes and sizes. Find out what attracts millennials in your company’s line of business and highlight those qualities.
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