Every church and workplace has a culture. Unfortunately, often it’s a bad one.
The Vanderbloemen Search Group has been named by Entrepreneur magazine and other organizations as one of America’s top workplace cultures. William Vanderbloemen explains the keys to creating an amazing workplace culture and why it will help you gain a competitive edge in an increasingly scarce labor market.
Welcome to Episode 180 of the podcast. Listen and access the show notes below or search for the Carey Nieuwhof Leadership Podcast on iTunes or wherever you get your podcasts and listen for free.
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3 Insights from This Episode
1. Spending time and money on work culture should be intentional
There isn’t an exact formula for how much time and money to spend in order to have a healthy work culture. Really, it’s not the amount that’s important, it’s the intent behind the effort that matters most.
One good way to gage how your team is doing is to look at your recruiting issues. When you get to the place where people are lined up and begging to work with you, you’re spending the right amount of time and money on work culture. Another great sign is when former staffers continue to serve as references or remain active influencers when they’re no longer on the payroll.
2. Drive values from the hiring to the firing to keep culture consistent as you grow
We’ve all sat in on a strategic planning meeting where items were defined and then never spoken of again. To keep a consistent culture in your office, co-define and embed those values into the full life cycle of an employee – from the hiring to the firing.
Start with the initial interview and on-boarding process. Keep infusing the culture regularly within the calendar during meetings and team building experiences. And even end a journey – whether leaving by choice or not – by reflecting on the cultural legacy that person may or may not be leaving behind.
Intentionally driving the values home from start to finish maintains consistency and can keep a team from weakening as it grows.
3. Consider adding cultural values to your annual reviews
If you have someone on your team working just well enough not to get fired, that person most likely doesn’t fit culturally (and probably isn’t happy working there). Measuring values can protect the culture of your organization and be a productive way to alert those staffers lagging behind that they need to step up their game.
Use annual reviews to evaluate how your team lives out cultural values. Better yet, tie compensation directly to them. Someone can hit all the sales numbers in the world, but when cultural values aren’t met, no extras are being brought to the table.
Quotes from This Episode
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Next Episode: Brad Lomenick
Brad Lomenick is back on the podcast and sits down with Carey Nieuwhof for a roundtable to discuss a number of trends in the church: church attendance, online engagement, the morphing of cool church, isolation in leadership and much more. Plus, Brad and Carey talk about the vision behind the Rethink Leadership event happening in Atlanta, April 25-27th, 2018.
Subscribe for free now and you won’t miss Episode 181.