In my previous newsletter I discussed establishing non-negotiables in creating an “organizational-engaged” culture. I described it as holistic system of performance and behavioral expectations for management, supervisors and employees.
My recommendation was to integrate these as benchmarks into everyday business practices and interactions such as hiring, managing, communicating and branding. What would this look like?
- Plan & Vision: communicate what you want to accomplish and how you will do it
- Get Involvement: start conversations with your team gathering their observations of the current culture, values and mission to define the non-negotiables and everyone’s input on what changes might be needed to be a more organizationally-engaged workplace.
- Manage Performance: along with job specific ratings, include non-negotiables and expectations as a work culture component of all employee performance reviews.
- Recruitment & Hiring: Use behavioral and situational interviewing to gauge the candidate’s skills and qualities that are consistent with your organizational-engagement expectations.
- Employment Branding: communicate “Why would you work here?” on your website, career page, social media, and during job application process to reinforce the employment experience value your workforce enjoys and to attract new employees.
- Manage Message: insure your organizational-engagement experience and practices are reflected at brand touchpoints including direct sales, retail floor, reception, interview process, job fairs and conference booths and signage.