Tip: Define your company culture. Then hire people who fit that culture. It doesn’t matter if you have one worker or 25. Defining your company culture is essential.
What is company culture?
A company culture is a set of beliefs, best practices, and policies that a company creates to hold everyone accountable. For the most part, the company culture is defined and disseminated by its founders, who have the most passion for the company and its future.
Company culture sets the stage for everyone involved as they encounter different situations within their daily roles and responsibilities. The company culture helps everyone understand how they should treat others, organize their responsibilities, and push forward as an individual within the organization.
Without a well-defined company culture, people who are otherwise invested can become lost in their roles. As a founder without a company culture, you will see much less organization and ability to convey your message to workers. To fully optimize your vision of growing the company, you must get workers on board with your unique company culture.
The Gigred Company Culture
We’ve worked hard to define the Gigred company culture because we understand the importance of its impact on the future potential of our workers and company. We focused on the company culture at our first eCommerce company. We saw the power of how it can bring together a fantastic group of talented people all focused on achieving the same goals.
Everyone’s voice is heard.
An aspect of the Gigred company culture that is consistently communicated to workers from the day they are interviewed is that everyone’s voice is heard. We support a company culture where we expect you to be more than a doer. We want to listen to your ideas, and we want you to feel comfortable challenging ideas presented by others.
If that belief was not communicated via our company culture, we might never hear from our workers regarding their ideas and thoughts. If you are a business owner and don’t feel that you receive enough feedback from workers, ask yourself, “Have I clearly outlined that I want to hear their opinion?” Sometimes simply not saying something can lead to a set of reactions from workers.
Another critical value of the Gigred company culture is communication. Above all else, communication is key, both internally and externally. All workers must communicate regularly with the internal workers and their clients. The Gigred culture sets guidelines for how this communication can be delivered, and we, as the company’s founders, hold everyone to that same standard.
For example, starting a conversation on WhatsApp is not okay and then disappearing without explanation. At other companies, the lack of communication may be accepted as the norm, but with a company, culture focused on strong communication, it is not acceptable.
We take the value of communication even further with our communication guidelines. The document outlines the different scenarios you may run into as a Gigred worker and how we expect you to respond. We even make an effort to have two emergency contacts, phone numbers, and emails for each worker so that we can always contact them even if there is a loss of power, etc.
These are only a few examples of how the Gigred company culture guides the growth and operations of the company. With over 50 remote workers servicing the network of clients and our own internal needs, it is of utmost importance to have a well-defined company culture, so everyone is on the same page at all times.
Steps to Hire Workers using your Company Culture
The difference between making the right or wrong hire is night and day. When you hire the right person, they can take immediate action on helping to grow your business. Hiring the wrong person pulls you away from growing your company and puts you in a situation where you need to spend time onboarding and trying to integrate the right worker.
With a well-defined company culture, you can avoid hiring the wrong people. You can incorporate questions about your company culture into your hiring process to ensure that the people you are hiring are aligned with the beliefs and values you hold as a founder and current workers. When you hire through company culture, you increase the chances of making the right hire. Don’t we all want that?
Define your company culture.
The first step is to define your company culture. Put aside 1 hour of your time (and your co-founder’s time, if applicable), and write down what is most important to you as a business owner. Here are a few questions that you can reflect on:
- How do you want workers to communicate with you? with each other?
- How do you want workers to tackle problems as they come up?
- What personal values do you hold that you want to integrate into the company? For example, integrity, financial responsibility, and being creative.
- How do you want workers to view money? Is it their life’s number one focus or a means to an end?
Hire people who fit that culture.
The second step is integrating your company culture into your interview and hiring process. The company culture should be included in all the material you communicate to potential applicants. This includes:
- Job postings
- Interview Questions
- Onboarding material
Within all of these aspects of the hiring process, you should be looking to see if the applicant aligns with your company culture while also ensuring that the applicant has the skill set necessary to fulfill the job you are hiring for. If you can find a perfect fit for your culture and the role, you will be headed in the right direction.
At any time when the applicant seems to stray from your company culture or has radically different views from your core beliefs, walk away. It doesn’t matter how smart they are or how much experience they have. If your core beliefs differ, you will need help working together and integrating them.
Hold workers accountable for your culture.
The hiring process continues once you’ve welcomed them on board. There should be a 1-4 week evaluation process where you ensure that the new hire fits your culture and performs within their role. Set up meetings to evaluate both and continue to reinforce the beliefs of your company culture so that they are on the same page.
If there are any signs that the new hire may need to be an optimal fit, fire quickly so that you save time trying to integrate someone that isn’t going to work. There are millions of talented professionals available in your local area and online. Don’t waste time trying to make someone fit that doesn’t.