The Ideal Culture Starts With Quality Leadership And A Convincing Vision

The best way to create and sustain a strong culture is to have top-notch people orchestrating employee engagement and retention. What goes on behind-the-scenes at your company is just as important as what the public consumes. A solid leader can be a crucial business tool for establishing a community of employees that love to come to work, represent the company, and help grow the company to become even more successful.

Because leadership can set the tone for every company, you need leaders who believe whole-heartedly in the company’s mission and vision.

So, what can your leadership team do to encourage a welcoming culture of stability, achievement, and encourage to ensure employee happiness and retention?

Let’s dig in.

Be insightful – To maintain a thriving culture, leaders need to be willing to look in the mirror; Before immediately voicing complaints or issues within the organization, look at your role individually and professionally. Quality leadership begins by investing time and energy into self-reflection and development. Maybe a complaint or qualm you have with a colleague, employee, or company project may stem from within—find out by doing a quick self-assessment before consulting with others around you to make sure the best decision is made.

Find outstanding talent – One of the most powerful ways to create and structure an organization around new ideas or a new vision of change is to hire, recruit, and retain talented individuals that embody the company’s vision. Every business deals with difficulties in hiring and “finding the best”, however, recruiting for individuals that fit the job description AND company culture are irreplaceable.

Start by establishing guidelines and expectations for recruiters during training/development so they search, find, and catch candidates that fit the bill. Therefore, candidate profiles and skills should represent the mindset of leadership. Leadership must generate standards for every position in the organization that reflects company objectives and goals. Candidates need to “buy into” the company mission and values, which in turn, will foster employee engagement, loyalty, satisfaction, and commitment when hired.

Ask questions – Once leaders realize they need to mix things up and hire individuals that will come along for the ride, they’ve made the commitment to change. Look at your current workforce for answers. As a leader, you can use employee conversations or focus groups to pinpoint what they do and do not like about the current state or direction of the company. A simple sequence of questions can help identify key issues and strengths of the organization.

For example, asking questions like:

  • Do you feel proud to work at our company?
  • Do you feel there are opportunities for professional development and growth?
  • How do you feel our company recognizes your success?
  • What are some instances where you feel valued?

These and other questions can determine what areas of the company need some major changes or just some TLC.

Remember to think big picture, and do not underestimate the value of your workforce in the process of change.

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