The right people come because of who you are, not what your compensation package looks like.
It is so much easier to attract people who share your values than to hire first and “convert” later. Be clear about who you are and what you believe and you will attract the right people. Just as importantly, you will repel the wrong people who end up making your life miserable.
Before you can hire based on your core values, you need to define those values and communicate them in word and deed. And if you asked your employees “What are our core values?” how many different answers would you get? If that answer is anywhere north of one – keep reading.
Here are ways to communicate your core values to your employees, prospects, customers, vendors, and community:
- Company parties
- Your interview process
- Email signatures
- Business cards
- Voicemail/ phone system recordings
- Hiring ads
- Hiring an airplane to skywrite them over your office every other Thursday…
Too much on the last one? Good catch – back to filling your company with amazing employees.KEY #2
You must communicate your company core values clearly and consistently.
Do your employees come to you with some questions you have answered dozens of times? Does fear of a bad decision hold you back from freeing them to be more independent? Do you want them to figure things out for themselves?
Often, employees make what seems to them a small mistake from their perspective, yet you lose your mind. Why is that? Generally, they have violated one or more of your core values. The problem is – they didn’t know it. As the leader, your job is to communicate those values early and often. Next time an employee comes to you with an idea or question – don’t answer it. Ask a question instead:
- Does this idea fit into our Core Values?
- How can you best reflect our Core Values based on what you just told me?
- Which Core Value comes to mind first in dealing with this?
You can’t just talk the core values talk- you’ve got to live and breathe them. Even when your employees get sick of hearing them.
Start consistently asking these questions instead of providing answers. Your staff will become more independent, stop asking the same questions over and over and become better decision makers.
Imagine it was you and your company’s outing was ended abruptly by getting kicked off of that golf course. Imagine the ability to see that not as a “bad day.” To realize that you provided your employees and their families with stories for a lifetime. Arriving at work tomorrow not to find the walking dead, but to find a community. A special place in the world where your people are raving fans.
You offer something they have never had before. More than a paycheck. Community. A sense of belonging. Of purpose. Something special that none of you could have built alone. You have the keys to the kingdom. Clarify your core values, and communicate them early and often.