Company culture has rapidly become a key to improving an organization’s performance. Below, learn the key to building a great company culture 6 simple ways with Human Resources.
If company culture hasn’t been important in your business before, it may be time to change your approach…*
- 86% of job seekers avoid companies with a bad reputation.
- Millennials prioritize ‘people and culture fit’ above everything else.
- Having highly engaged employees can lead to a 202% increase in performance.
- A culture that attracts high-calibre employees leads to a 33% revenue increase.
If you are convinced your company culture could use some improvement, you may be wondering, “How do I start?“
The Key to Improving Your Company’s Culture
Having worked in a few senior Human Resource roles, it became clear over time that HR is often overlooked in favour of the flashier aspects of the company (namely Sales!).
Many don’t acknowledge, but I know from experience that HR is key in developing, reinforcing, and changing an organization’s culture, and culture drives performance.
But, how does one convince a long-tenured executive team that HR plays a vital role in contributing to organizational success?
Looking back and reviewing the situation, I realized there are so many components of HR that contribute. These are all pieces you can use in your organization to improve your organization and build up your company culture.
How HR Can Improve Your Organization and Build Up Company Culture
A true HR professional loves what they do! We genuinely want to help deal with employee and management concerns, foster employee development and success, help identify solutions to inspire and motivate others, and continually focus on improving current HR practices.
Here are a few examples of how HR can help your business:
1. Empower line management to focus on strategy and think outside the box.
Recently, a supervisor wanted to follow the regular hiring process of asking the employee to come in person and job shadow an employee. However, when you find and screen a strong applicant, and it’s clear that if you don’t act quickly, you will lose them to the competition. You, as HR, can understand the urgency and put the pressure on.
It’s important to remind the supervisor that they are ultimately responsible for hiring top talent that has the potential to be promoted and contribute to organizational success. Company success depends on it.
2. Hiring and Retaining Top Talent
In one of the companies I worked for, operational roles had bonus packages designed to hire and retain top talent. HR was fundamental in the networking, headhunting and finding these key individuals. In addition, the salaries and bonuses were tailored to attract and retain senior personnel managing sales functions – another HR function.
In addition, HR metrics and implementing best HR practices based on skills and experience played a vital role in making an impact.
3. Increase employee engagement and reduce turnover.
This is an area HR can easily optimize once they become familiar with the organization and have established a relationship of trust.
Employees don’t typically open up until they feel there is someone who sincerely cares about their interests. With a new HR hire, establishing this trust and familiarity can take between 3-6 months, depending on the organization’s size. Once credibility and trust are established, HR can identify and help manage key concerns.
A good HR professional can usually identify low morale within weeks of commencing with the organization. Employees that are engaged and motivated are there for the long run and perform and contribute much better. They are productive and efficient in their tasks and will promote the company as an employer of choice. HR has the skills to identify low engagement and provide the strategic direction for improving motivation and retention levels.
4. Implement or improve employee training.
Let’s face it, training your employees is a valuable investment in the future of your business. It may be challenging to measure, and mandatory training may take time and cost money. However, if used wisely with key training incorporated during learning, it helps employees become more fully engaged and understand how to use their skills to further their growth and benefit the company.
Employers that spend time on training do so because they genuinely value these benefits and recognize its impact on the bottom line! HR provides advice and guidance to the training that is not only mandatory, but also the training that is over and above and linked to their specific career paths. This training is vital, and employees appreciate the opportunities presented, which helps them stay longer and value the organization.
5. Managing Employee Performance
HR plays a key role in providing guidance and support in managing employee performance. Ensuring the proper coaching and disciplinary measures are taken and that both Human Rights and Employment Standards Legislation is followed helps reduce costs associated with appeals and further payouts.
6. Improve succession planning and ensure the company plans for retirement.
When a company is good at retaining an employee based on their outstanding employee benefits and organizational culture, one can overlook the number of employees nearing retirement age.
HR can assist in providing guidance for a retention package based on age and tenure. Not only is it important for the employee to have a transition period before retirement, but the employer also needs time to find an alternative replacement and have them train with the retiree. HR can manage all of this, making the transition easier for everyone involved.
Human Resources plays a vital role in the health and success of your organization. If you don’t have a dedicated HR manager because of the cost associated with it, or your HR team is struggling with the tasks before them, we may be able to help.
We have legal and HR solutions for every business. Our as-needed HR consultant services save our clients the cost of having a full-time HR team member and have helped larger businesses manage during busy periods.
Contact Bridge Legal and HR Solutions for practical guidance on providing HR advice and support – (647) 794-5442 or at email@example.com