Jim Collins famously wrote, “It’s about getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” While raw talent is a tremendous part of this conversation, employee engagement and culture have a role to play as well. This week is all about hiring, culture, engagement and motivation—and how much of a role HR can play in each of those.
The HR Capitalist: Wait, We’re Winners? Here’s what bad engagement looks like, in one simple picture.
Engagement is a tricky thing, and a very real part of a company’s culture. Much like culture, engagement is difficult to manufacture. However, you can see engagement levels and how they vary from one employee to another. This post from the HR Capitalist brings an apropos example from the basketball world and ties it to the reality of an HR professional. Sometimes, you have to get the wrong people off the bus, and those who are completely disengaged are likely in that category.
Entrepreneur: There is no formula that guarantees a thriving culture
Culture: how do you make it, do you hire for it, how does it work? The best question is can you manufacture a culture from within HR? We have been conversing about this for years, and finally the verdict has come out—there’s no formula, no cheat sheet, so set pattern of steps, to make culture happen in your organization.
Turns out that Jim Collins was right. Free coffee won’t do it, in-house child care won’t do it, Beer Fridays won’t do it. Those are all nice-to-haves. It’s really about “getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.”
So, what actually motivates people? It’s not new data, but the simple representation of the top motivators (Autonomy, Mastery and Purpose) is spot on. The deck follows through with tips on how to create these top motivators at your company.
While many employers want to employ veterans, getting past biases may make this task more difficult. SHRM breaks down the top biases employers face and how to deal with them when hiring veterans. We believe veterans can be a huge asset to your company (we have them on our payroll), and it’s worth the time to employ our nation’s finest.
This guide focuses on all elements of the hiring process, from writing the job ad to negotiating salary. Our favorite section? Screening Right Brings the Best to the Top. (Maybe Goldman-Sachs should have taken a few pointers!)