Hiring and Retaining the Right Staff (continued)

Last post was “in a nutshell".’ Let’s break it down now. Steps one and two are critical. Why? Because I’ve seen companies throw hires at problems without fully understanding what the needs truly are. These hires often fail at solving the ‘problem’ leaving them and other staff demoralized because the problem is unsolved.

The true first step is understanding your company’s culture and what component(s) of the culture, specific knowledge, and responsibilities are needed to create a cohesive whole.

Why is understanding culture so important?

Culture brings people together, overcomes the fragmentation and ambiguity of the external environment. It creates a safe, nurturing environment for employees, leading organizations toward success. Culture is an important factor in the hiring process and a critical factor for retention.

Or in the words of Trice and Beyer 1993:

1. Highly successful firms have capitalized on the power that resides in developing and managing a unique culture.

2. This power abides in the ability of a strong, unique culture to reduce collective uncertainties – that is, facilitate a common interpretation system for members.

3. Create social order – make it clear to members what is expected.

4. Create continuity – perpetuate key values and norms across generations of members.

5. Create a collective identity and commitment – bind members.

6. Illuminate a vision of the future – energize forward movement.