These Simple Steps Will Guarantee a Solid Workplace Culture

Your Company/Organization’s culture is a major contributing factor to its success. How your employees “feel” about their job is your responsibility because ultimately, it feeds back into their level of dedication and performance. Make sure your work environment is one they enjoy and appreciate.

1) Lay The Foundation 

The workplace culture rests upon three important cornerstones; mission, vision, and values. Having a clear idea about what they are will set you right in the industry. Your mission typically tells your employees, clients, vendors, and competitors why you are in business. Your values dictate how the executives and employees are expected to behave, which in turn, will get your company to its vision; which is what you aspire to become down the road.

2) Test The Waters (Consistently)  

Laying down the foundation is a great first step but setting a solid workplace culture requires more work than just that. If your employees are not satisfied with that foundation, then you’ve got a problem of disengagement, unproductivity, and ultimately money loss. You can test the waters by putting out regular culture surveys. A culture survey will show you what your employees think, how they feel about their job, workplace, co-workers, and managers. More importantly, commit to doing something with the results. You don’t want your employees to take the survey and not see any outcome. It will underscore any reason they may have for being disengaged.

3) Get Support 

Conduct a focus group with employees from different departments, experience levels, and job titles. No supervisors, managers, or executives. Just the employees. Have them review the mission, vision, and values and give their input. Again, you’ll want the help of a third party. Employee feedback can be eye-opening and affirming. In the end, it’s your company, your vision, your values. But if you’ve hired people you trust, then it’s worth hearing what they have to say. You and your executives should review the feedback and make tweaks as you see fit.

4) Set it in Place  

Your company culture is a living element. It affects all aspects of the organization: From the way you conduct performance reviews to the way you acknowledge people, it all ties into your human resources infrastructure. It will reflect on how you hire and fire. Your rewards and compensation practices will be in line with your values. With the right culture and high employee engagement levels, you will have a strategic and competitive edge.


How to Prepare for a Job Interview

  1. Know the Job Description by Heart 

Skimming through a job posting or even just reading the job title might be enough for you to determine whether it’d be a good fit for you but it definitely does not suffice to sit through an interview. You need to carefully read the description to be able to build a case for yourself; you will be better able to align your competencies with the skills required for the job. You will consequently ready yourself for questions around your previous experiences, performing similar duties in other organizations. 

  1. Research the Organization/Entity’s background  

Almost every organization seeks to hire people with similar values to those of the workplace culture. Researching the company before an interview will give you an insight into the organization’s future goals and plans and being able to discuss these points will make you seem like a long-term investment to your future employer. This information can easily be acquired through their digital presence. 

  1. Prepare Suitable Answers to the Questions You’re Most Likely to Be Asked  

Not all organizations have the same set of questions for their interviewees but in the end of the day, most questions lead up to very similar answers. It is okay to ask for a few minutes to think about an answer but you should have a background to begin with, knowing the most common types of job interview questions is an advantage as you can craft your answers well in advance, and feel confident in your responses when it is a little bit pressuring. 

  1. Prepare Your Own Questions to the Interviewer   

Just because you’re the interviewee does not mean that it is not a two-way connection. If you bring good interview questions for interviewers to the table, you’ll find out quickly if the job is the right match for you. Furthermore, you’ll also exhibit to the interviewer that you are interested and prepared, and find out some insights as to whether the interviewer has concerns about you.  


Why HR Management Is Key to Your Business’s Success

Human resources management (HRM), is part and parcel of every organization; small businesses and enterprises alike. That, of course, is if it is looking to effectively and efficiently recruit and retain employees as well as, not only improve and develop the organization but also maintain a healthy, progressive and accepting culture in the workplace. HRM might as well be the brain and soul of a business.

Human resources management is so important to organizations because there are many objectives of this department that can drastically improve or negatively affect the organization. One major objective of human resources management is to drive productivity by ensuring competent employees are hired and remain up to date with training initiatives. Another major objective of human resources management and why it’s so important to an organization is that it builds coordination between organizational departments. 

Without proper human resources management at an organization, the departments will have a hard time working together which will cause your business to suffer. More important objectives of human resources management are ensuring employee satisfaction, staying up to date with societal and ethical models, and maintaining a healthy work culture, as well as a healthy work-life balance for employees. 

More organizations now seek to outsource services of HR recruitment. The focus on HRM is now shifted to the strategic utilization of employees and the measurable impact of employee programs on the business. Nowadays, successful organizations need to be adaptive, resilient, customer-oriented, and quick to change direction. Within such an environment, the effectiveness of HRM is crucial to business success. HR professionals establish systems for performance development, career succession planning, and employee development. This keeps people motivated, happy, personally engaged, and contributing to the organization’s success. Furthermore, the HR professional helps the development of organizational culture and climate in which employees have the competency, concern, and commitment to serve customers well.