Kim StringerCrimson HR

Fast Growth Cultures

• Company Values and Culture

• Learning and engagement

• Talent management

‘Tell me why I should join your company?’

Choose 3 words to describe your Company to your friends.

What makes your business different?

What’s your USP to attract great talent?

Company Values

Example of values

Team work Problem solving DeliveryThinks clearly Embrace the Change Be Curious

Examples of Tools:360 feedback Appraisals Salary review Talent review Awards Recognition

Culture and Values

Culture in fast growth companies…

Every person counts…..

Culture counts!

Talent engagementCulture what’s it like

working here? Will I want to go out with

them after work? Recruitment

What do I get out of it? What can I put onto

my CV?

Career and Learning

How soon will I get promoted?

What can I learn, and from whom?

Performance

What will they expect from me? How much

am I willing to give them?

Reward

What do I get out of it? When do I get options?

Retention

How long will I want to stay? What kind of

company will it be in 2 years time?

Aligning Globally

What are the people like in San Francisco, and when can I work

over there?

Values based Competency Framework

Positive behaviour Negative behaviour

Learns from mistakes

Asks the right questions

Challenges the status quo

Delivers poor solutions

Distracted with irrelevant issues

Confuses the issues

Core level Advanced level Mastery level

• Thinks about issues and

solutions

• Wants to learn

• Acts on feedback

• Challenges constructively

• Independent thinking

• Supports individuals and

teams to work through

issues, and try things

out, and learn from any

mistakes

• Encourage people to

disrupt and create new

ways.

Strategically drives

innovation forward

Outstanding

business acumen

and searching for

solutions.

Shares knowledge

externally.

Seen as a leader of

innovation.

Be Curious

Positive behaviour Negative behaviour

Engages with others

Actively works at relationships

Encourages team spirit and energy.

Creating silos

Closed communication.

Aggressive.

Does not listen to others opinions

Core level Advanced level Mastery level

Great team player.

Shares information.

Knows responsibility within

the team and contributes.

Manages cross functional

teams and projects.

Motivates others to work

through conflict.

Engages with team and

getting ‘buy in’.

Builds strategic

external relationships.

High emotional

intelligence.

Understand dynamics.

Motivates team

through tough times.

Values based competency framework

Collaborate

Leaders Stump speech Ref: Fierce conversations – Susan Scott

• Where are we going?

• Why are we going there?

• How are we going to get there?

• Who is going with us?

Stages of growth

Recruiting

Culture. Fun.

Entrepreneurial.

Generalist .

External consultants for specialist areas when needed.

Family feel.

Start Up

‘Teenage kicks’Communication

Leadership. Direction.

Management.

Structure

Development

Retention

Shape the right team.

Specialist skills

Tough managerial decisions

Scale –‘Growing Pains’

Leadership – for next stage.

Change.

Talent-succession management.

Rewards -incentives

Drive the performance

Challenge

Exit-‘Grown up’

Talent Management

1. Who do we need for the next stage of growth? What skills do they need? Leadership? LVI feedback.

Who don’t we need, and what do we do with them?

2. Who are the HiPo’s?Specialists experts as well as team managers, Rising stars?

3. Who are the Retention Risks? Who are the critical people?

4. What are we going to do? Develop, Reward, Retain, Share the expertise, Recognise. Pat on the back!

What got you here, Won’t get you there

Many thanks.

Kim Stringer

Culture in fast growth companies. Every person counts. Culture counts!