Values and cultural alignment are key to hiring the right people. Understanding what is acceptable within the culture of your business and what is not and what is not needs to be clearly articulated, understood and implemented throughout the entire Employee lifecycle, especially during the recruitment process. Let’s face it, building and sustaining culture is not that easy for most businesses. Not all companies have their revenue per employee at such high levels that they can afford what by most would be considered luxurious employee perks, like the large organisations that are mostly analysed in the media. This gives most HR and Business leaders a false expectation and presents them with constant pressure to keep up with the Joneses. Our opinion is that a more whole, human, personal perspective needs to be included within the values of a business and this needs to form an integral park of business / strategic planning initiatives.
Culture also needs to be translated all the way down to daily actions and tasks. Studies suggest that Feedback orientated Performance Management and Review systems are the way of the future. There has been much conjecture about which direction Performance Management will take, in terms of the Real-Time v’s Traditional approach. A synthesis of both traditional and real-time, collaborative and transparent feedback will be the likely, and most balanced outcome. Real-time feedback that can be given both anonymously, and as a personalised record, is already being integrated into forward thinking Performance Management solutions. With HR having the ability to monitor Feedback for repeating issues and urgent needs in real-time, this creates a much more agile environment for managing risk. To leverage the potential of these feedback Apps, HR software providers need to ensure they are easy to implement and will be subsequently used by Managers and Employees equally. Leadership and HR will need to pay particular attention to the change management piece around real-time feedback, ensuring that there is enough education that teaches employees how to give feedback in line with culture, and in a way that creates opportunities instead of having a negative impact. HR software that includes the capacity to link performance and feedback directly to strategic announcements, vision, culture, values, skills, behaviours and training needs will really give HR and Leadership great leverage points across the entire business. This is a much more agile and scalable method of improving organisational culture, Employee engagement, Employee revenues and the bottom line, so that Employees can be taken better care of with the resultant profits.
This process really does start with using an e-Recruitment solution that enables Recruiters to hire the best people quickly, linking the hiring process with Managers who understand culture and values. Applicant feedback or Applicant matching is key here. Sourcing talent that want a career with a business that operates in a way which is aligned with the Employee’s values and then interlinked to the vision, or culture of the business, creates the potential for more sticky engagement. The Employee lifecycle management equation becomes much simpler if this is the foundation from which your workforce is built. It makes it easier, and faster to identify those individuals who operate outside of the overall scope of what is culturally acceptable within the organisation. This is because you can then use real-time, collaborative and 360 degree performance feedback across the board to ensure that culture is cohesive, and lived in word and action at all levels within the business. The result is that anyone who doesn't fit with the culture or your oganisation can be released to work in more suitable, matching environments, and this is done humanely and with compassion.
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