FelixGlobal_CulturalFitFactor_Dec10_2012

7/27/2019 FelixGlobal_CulturalFitFactor_Dec10_2012

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The Cultural Fit Factor: understanding

culture and values for better fit

Lizz Pellet, Felix Global Vice President USA


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Books by Lizz Pellet
mailto:[email protected]?subject=Order-Getting-your-Shift-Together


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Program Information on This Session

How to assess and define an organizations cultural frame work

What is Attract, Retain, Repel

The Cultural Fit Factor

Employee Value Proposition and Brand


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Can you conduct a culture assessment todetermine what fit will be?

Identity employment

brand

Leadership

Relationships

Communication

Infrastructure

Employee

Engagement

Change Management

Finance

What should be measuredand why?


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The Cost of the Disengaged

1,000 Employeesx average hourly wageof $15/hour = $15,000

$15,000 x 2 hours/day in lost

productivity = $30,000

$30,000 x 20 days worked in amonth = $600,000

$600,000 x 12 mon ths= $7.2 M in los t produc t iv i ty.

These figures are based on a MF, 85pm operation.


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Ask your employees to participate in helping tounderstand your current brand: They KNOW!

Add questions in your employeesatisfaction engagement surveys

Pulse survey use mobile apps

On-boarding topic and discussion

Exit interviews


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Benefits of Quantitative Data

Identity

Relationships

Leadership

Employee Engagement

Infrastructure

Communication

Finance

78

72

59

58

58

55

38

13

18

25

26

25

25

39

9

10

16

16

17

20

24

Healthy Neutral Unhealthy

Quantitative data allows you to determine who you are and who

you are NOT! No more guesswork or assumptions.


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Employee Satisfaction and engagement

To Create a Sustainable Competitive Advantage

What We Stand For Versus What We Do

To Create Internal Brand Loyalty and Trust

To Compete With Other Employers for the Best Talent

To Communicate the Value Proposition to employees

What happens in the case of M&A whose identity wins,whose identity loses, whose identity do you use?

Why do organizations need to understandorganizational culture?


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Why is Culture and Important?

Numerous studies show that organizations withperformance-driven cultures have better:

o Revenue growth

o Employment growth

o

Stock Price growtho Net Income growth

Bottom line: Companies that live their culture are high

performing and better places to work


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How Is Culture Created?

Executives

Actions and Behaviorof Executives

Allocation of Attention& Resources

What Gets Rewarded& What Gets Punished

Culture

What Leaders PayAttention To


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HRs Role in Shaping Culture

Recruiting &Staffing Compensation& Benefits Training &Development TalentManagement PerformanceManagement

Hire people

who will fit

in with thecurrent

culture.

Hire for

fit/aptitude,

not skills

Create

compensation

and benefitpackages that

help reinforce

and drive the

company

culture.

Instill

corporate

values anddesired

behaviors/skills

that will help

promote the

current culture.

Measureculture and

identify

potentialderailers.

Attract the

best of the

bestRetain top

talent.

Repel the

ones that just

dont fit

Create a

culture where

employeesknow what is

expected of

them and hold

them

accountable.


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June 2012 Felix - PGi Study on TalentAcquisition Trends Results on Cultural Fit


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Executives Agree that Culture Can Be aSignificant Advantage

We do a lot of things right but all those things can be copied by acompetitor tomorrow. The only thing they cant copy is our culture.Culture provides us a competitive advantage.

Colleen Barrett, President Southwest AirlinesWe have had firms study our processes and benchmark us for years,but they are hard-pressed to duplicate our success. When it comes toa sustainable competitive advantage, our GE culture is one of the

most difficult things for others to copy.Jeff Immelt, CEO General Electric

We have no patent on anything we do, and anything we do can becopied by anyone else. But you can't copy the heart and the soul andculture of our company and that distinguishes us from everyone else.

Howard Schultz, Founder Starbucks

We have a culture dedicated to creating a place where talentedpeople want to work. This gives us a tremendous advantage when itcomes to attracting, developing, exciting and retaining exceptionalpeople.

Ian Davis, Managing Director McKinsey & Company


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Employees are looking for a

meaningful, authentic and

congruent work experience

Cultural fitis paramount in

finding a job you

Potential employees are

twittering about their jobinterviews, the people who are

interviewing them and how they

are being treated. Potential PR

nightmare or outstanding

exposure opportunity.

Todays Employees Want Transparency


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Poll Question:

Did you ever take a job that when you started the culture/ jobwas NOT the way it was positioned to you? How long did youstay?

90 days

6 months

One year Five years

You are still there today


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What is Attract, Retain, Repel as itRelates to Culture?

The ability to understand who you are from a culturalperspective.

Being crystal clear on what your culture is as you create anemployment brand

Employees will be either attracted to your organization or berepelled by this brand

Employees who do come to work for you and enjoy an

authentic and congruent work experience will stick aroundretain and talk to other people about how pleased they are


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Attract, Retain, Repel as it Relates toRecruitment and Retention = ROI

Attract how can you get the best of the best from the currentand future talent pool?

Retain how will you keep the good ones you have that reallyare a good fit?

Repelhow can you keep the ones that just dont fit fromapplying in the first place?


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Boomer Fit

This was an actual picture on the career site for

Harrahs Casino in Las Vegas


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The Next Gen Challengesand you

know what they are!

Social networking is KEYFacebook, YouTube andTwitter are the new norms incommunication and havechanged the brandinglandscape

UAB Emergency Room Raphttp://tinyurl.com/6zvmj7

Read the ERE.net article byDr. John Sullivan re: whoowns your brandhttp://tinyurl.com/yzfmspb
http://tinyurl.com/6zvmj7http://tinyurl.com/yzfmspbhttp://tinyurl.com/yzfmspbhttp://threeminds.organic.com/images/threeminds_legacy/uncategorized/doostang.jpghttp://tinyurl.com/yzfmspbhttp://tinyurl.com/yzfmspbhttp://tinyurl.com/6zvmj7


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How Does Organizational Cultural Fit Relateto Your Employment Branding Efforts?

Vision, Mission, Values - leaders create and sustainorganizational culture

A common way of thinking, which drives a common wayof acting

Shared assumptions and beliefs: the silent code ofconduct. It is the glue that holds an organizationtogetheror not

It is your employment BRAND in the truest formwhether you have consciously created it or not

How employees feel they fit and identify with theorganization


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Poll Question:

A cultural assessment would allow us to build an authentic andcongruent employment brand.

Yes

No

Not Sure


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18%

81%

Agree

Neutral

Disagree

Key Findings From Branding Study

A cultural assessment would allow us to understand

gaps that may exist between what we are and what we

desire to be as it relates to retention and recruitment.


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Statement Agree Neutral Disagree

Employment branding efforts

provides a competitive edge in our

recruiting efforts. 89% 9% 3%Our companys employment brand

helps attract top talent. 67% 30% 4%

Our companys employment brand

helps retain top talent. 60% 33% 6%



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Statement Agree Neutral Disagree

Employment branding is important to

my company. 85% 13% 3%

Employment branding is one of thetop five strategic initiatives for my

company in the upcoming year. 49% 30% 22%

We have budgeted dollars for next

year to work on our employment

brand. 36% 19% 45%



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Cult-like Cultures - What do they have incommon?

Strong sense of identityBRAND - a core ideology.They are VERY clear aboutwho they are and who they arenot

Greater tightness of fit.Employees either buy-in orget out

Self selection process... this is

just not for me

Show evidence of elitism. Theycreate a sense of belonging[internally] and superiority[externally]


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Who Has a Cult-like Culture? Built to Last

Southwest Airlines hasearned its reputation asone of the mostoutstanding companiesin consumer and

employment branding:Fast, FUN and Friendlyis who they are bags

fly free

You want to be aNordee?

Mayo Clinics Mission

Zappos!Photo Source: Libby Sartain


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Encourage & Promote ExecutiveSponsorship: On boarding commitment


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The Starbucks Brand: Its all Green to Meand to Them!


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Poll Question

Does your organization have a formal Employee ValueProposition (EVP)?

Yes

No

No but planning to


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What is Employee Value Proposition (EVP)?

A narrative proclamation to the employees of how anemployer will carry out the promise and uphold the valuesin the employment relationship. It needs to be bothrational and emotional.

Make sure you have a clear understanding of EVP beforegoing to the C-suite. Create a proclamation before yououtline any creative approach

Values alignment is KEY to retention

New gate keeper tactics


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Creative Approach to EVP

While your internal marketing departments know your companys

brand, they may not have the psychometrics or external exposureto pinpoint the EVP or employment brand perception. Peoplerelate best to visual images. Consistency is quality!

Source: Southwest Airlines


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EVP and the New Addition of SocialNetworking and Sustainability

Social

Networks

Company Commitment

Employee Value Proposition/Brand

Recruiting/

Orientation

Training and

Career

Development

Pay,

Recognition,

Performance

Health and

Well-beingFinancial

Security

Work/

Life

Balance

Work

Environment

Sustainability

programs

Program

ContentCommunication

Vehicles

Delivery

Channels

Employees

Leadership

Source: Libby Sartain, co-author Brand from theInside


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Example of positioning your EVP.Start each top line with we offer.

Compensation Benefits Amenities ConnectionsLife ToolsCareerDevelopment

CompetitiveSalary, StockOptions, Bonus,and PromotionalOpportunities

So that youcan grow withus and create

the career andexperienceyou want.

More choices,more options,morepossibilities

So that youCanCustomizeyour Packageto meet yourneeds

Free Latte,Health Club,Foos Ball,Sport Courts,Covered

Parking

So that youCan take a

break andhave fun atwork

MoreOpportunitiesto learn andgrow

So that youcan grow yourcareer with usand get themost important

thingsin your life.

More solutionsto help youplan your lifeand futureFinancial

Planning, ChildCareAssistance,401(k)

So that youCan Create

FinancialSecurity..

You can workwith some ofthe brightestpeople around,in a dynamic,

challengingenvironment.

So that yourwork Makes aDifference

Source: Libby Sartain, co-author Brand From the Inside


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Employment Brand Promise:Delivery Timeline

Time

Results

1 to 3 Months

Diagnostic, Data Collection, AnalysisDelivery of action plan

3 to 6 MonthsEstablish value propositionDevelop brand message

Roll out initiatives

1 to 3 YearsFull alignmentSignificantly better business resultsIncreased ROI of recruitment & retention programs

12 MonthsRedeploy diagnostic to measure progressTrack ROI


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Social Media

We cannot talk about culturalfit without talking about howSocial Media is changingtodays Talent Acquisitionlandscape

Social media has created afundamental shift in the waypeople communicate viareal-time conversationsonline globally
http://www.nextgenges.com/wp-content/uploads/2010/05/Executive-Search-Firm-recruiting-A-Players.png


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Social Recruitment Efforts


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The World of Social Networking ChangesEvery Day! January 2012


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December 2012
http://static5.businessinsider.com/image/4fb5077becad045f47000003-960/buddy-media-social-marketing.jpg


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Social Media Revolution Clip

Social Media Revolution 3

(4:15 version via Erik Qualman)

http://www.youtube.com/watch?v=x0EnhXn5boM
http://www.youtube.com/watch?v=x0EnhXn5boMhttp://www.youtube.com/watch?v=x0EnhXn5boM


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Hires Through Social Media

Have you or your company

successfully hired a candidatewho was identified orintroduced through a socialnetwork or social media?

YES

73%

58%63%

2010 2011 2012

Through which of these networks

have you hired?

89

%

26%

15%

Jobvite SOCIAL RECRUITING SURVEY RESULTS 2012


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Using Social Media to Reach Candidates

Facebook and Twitterrecruiting adoptiongrowing rapidly while

LinkedIn becomesnearly universal

Jobvite SOCIAL RECRUITING SURVEY RESULTS 2012


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ROI: The Cost of Using Social Media vs.Other Methods

$$$ $$

Corporate

Niche boards

Micro sites

Web advertisements

Free

(word press)

(application)


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Questions?

Lizz Pellets Contact information:

Invite me on LinkedIn:

www.linkedin.com/in/lizzpellet

[email protected]

(480) 221-9649

Follow me on Twitter:

www.twitter.com/lizzpellet
http://www.linkedin.com/in/lizzpelletmailto:[email protected]://www.twitter.com/lizzpellethttp://www.twitter.com/lizzpelletmailto:[email protected]://www.linkedin.com/in/lizzpelletmailto:[email protected]

Documents

FelixGlobal_CulturalFitFactor_Dec10_2012