Building a team is no easy feat. Whether you’re filling one position or 100, it may be tempting to offer the job to every highly skilled candidate you interview. Yes, that might make the process go by quicker. But do you take the time to measure how these candidates will fit with your company culture? If the answer is "no," you may be putting your small business at risk.
A bad hire may be expensive. But there are ways you can prevent these issues. Companies should be deliberate with their values. Using values as the foundation for your business decisions can help you maintain your culture through any type of change.
Hiring New Employees
When you’re interviewing a candidate, do you leverage your organization's values? Or how about in your job post—do you list them there? Values often have a part to play in your hiring process. If one of your values is “Lead with solutions,” consider asking a candidate, “Tell me about a problem you were tasked with solving in your current job. How did you fix it?” What you’re trying to measure is how well this candidate lives your company values. If they show you they already do, they may be more likely to do the same for your team.
—David Niu, founder, TINYhr
Leveraging your business values in your hiring process may allow you to consistently measure a candidate’s cultural fit. Before you even bring someone on board, you may want to make sure they fully understand what’s expected of them. If someone doesn’t fit with your values, it’s often better for both parties to find out early, not after you’ve made the job offer.
Promoting Current Employees
When you’re building your team, there’s a good chance you’ll want to promote one of your top employees. However, the same qualities that make a certain employee a star won’t necessarily make him or her a stellar leader.
So before making a promotion decision, consider how the employee has brought the company’s values to life.
- How do they handle recognition?
- Can they clearly communicate issues?
- How have they been guiding their peers?
If you want to create a positive environment and a thriving team, you may want to promote only those who reflect your company’s values.
If you really want to measure and track employee engagement and whether employees or leaders are acting on the values, consider leveraging pulsing surveys. After all, having a set of values may not mean much if people aren’t living up to them.
Pulsing surveys are sent out weekly or biweekly, and they may provide you with real-time feedback so you can keep up to speed on attitudes around the workplace. If you maintain anonymity with your employees’ responses, you might receive great insight into what people are or aren’t doing to embrace your business's values.
Consider being deliberate in every single action you take in your organization.
Read more articles on building your team.
This article was originally published on March 31, 2015.