Recently we wrote about how to make the training process for new hires more simple and easy once they are hired. This article will focus on three aspects of what an employer need to have in order to help the new hire become a stronger cultural fit within the company. Three aspects that will help new hires acclimatize to the new company culture:
- Mission Statement
- Company Values
- Company Strategies
Have you ever worked at a company and listened to the owner or manager explain the purpose and vision of their company and couldn’t resist saying something like, “Wow, I really want to work here.” That is the feeling and thought your mission statement needs to produce within those that come to work for you. A mission statement is an inspiring story, a motivational speech, a vision of purpose for the company. If written will, this short statement, should be inspiring to employees, interns, interviewees and customers.
But what is involved in the mission statement?
You need to figure out what exactly the purpose of your business is. Of course, this could be rather large and broad, but you must whittle it down to the core essence of the business. What is the primary purpose of the company? What does it hope to accomplish in the lives of its clients? What sets your company apart from your competitors? What is truly unique about what you do? Pick words that inspire. Use power statements that motivate. A mission statement should be limited to a few sentences or 1-2 short paragraphs. It is not an essay, but something that can be printed on a poster and framed for all to see. It can be used online and in printed material. It is a simple way for those who are not familiar with your company to capture the essence of what your company is about.
Mission statements are not just for companies. Individual departments or teams can be benefited by having their own mission statement as well. What is the purpose of your branch or department within the business? Answer some of the questions from above and see what you come up with. Making this distinction will help all team members who see your mission statement feel energized and unified. They will feel like they are joining a united force working on things that matter.
Take a good inward look at yourself and thinking about yourself. You have a heart. You have a soul. A spirit. A personality. A character. All of these are essential parts of your being and who you are. Your friends, family, co-workers and associates all recognize you for these simple and fundamental parts of your being.
The same is true for a company. Company can also have a heart, soul, personality and character. It is known as your company’s culture. Your company culture is really what it feels like to be part of your company. Think about what principles, norms, standards or moral rules are important to you and your organization. What ethical or moral boundaries will your company not cross? What standards does the company hold dear? What principles does the company live by? These all make up your company’s values. Words such as integrity, hard work, creativity and enthusiasm are examples of values that companies have used to describe their corporate culture.
A grand example of this is Google. Maybe you have seen the movie The Internship starring Vince Vaughn and Owen Wilson, where two men join Google as interns and get a firsthand look at the company culture. Google has created a company culture that is recognized as one of the best places to work due to its ability to foster creativity and productivity. The culture of many companies are just as exciting and engaging as that of Google. The important thing to focus on is determining what you want the culture of your company to be? How do you want interns and employees to describe the culture and environment? Having written and clear company values will help.
These days the commoditization curve is getting steeper and steeper. It is getting harder for consumers and businesses to differentiate between products and services. It seems that every company in almost every industry has similar products, similar talent and similar expertise. You have probably seen this too. Your, and your competitors, all profess to have the “best prices, the best service, the best selection, etc”. How do you compete in this type of environment?
Part of the answer is to focus on your company’s core strengths and unique value propositions. By the way, if you say that the unique differentiating factor between you and your competitors is price, service or selection, you really have nothing unique or valuable. Everyone has that stuff. You will need to keep digging. Focus on the company’s core strengths. Those strengths will make up part of the company’s strategy to reach its goals and the purpose of its mission.
What is a company strategy?
A company strategy is the path way a company chooses to take to beat its competition, services its customers, and insures the company’s long term survival. These strategies, specifically are the things that the company does on a day to day basis. Strategies are the methods, processes, procedures, directions, and tactics used to accomplish the higher purposes of the company. Answering some of the following questions will help you define your company strategy: What is that your company does to have a massive impact on your clients? How do you save them money? How do you help them generate more money? What are the real reasons why a client decides to buy from your company?
How does having an updated company mission statement, a set of written company values, and a clearly developed company strategy help in the on boarding process of a new hire?
Your new hire will need to know where they are headed, how to get there and how to behave along the way. Few companies take the time to help new hires fully understand these three things. Context is a powerful thing. Knowing where you stand in relation to your surroundings help orient you to what you need to do to move forward. When new hires are left in the dark as to the company’s mission, values and strategy are more likely to flounder for the first several months until the finally “catch on”. However, who wants to waste that kind of time on “floundering” when you can give them a much better start.
So, improve the quality of your on boarding process with new hires by first updating (or creating) a company mission statement, company values and company strategy. Then share these and teach them to your new hires. Help them catch a sense of the vision of the purpose of the company and be more motivated to help the company fulfill that mission.
To learn more about ways to take your teams performance to the next level through better hiring practices please visit www.HansenGroupCompany.com or by calling 208-346-1005. See if your company qualifies for a free training.