If you are a leader or a manager, you have probably heard this phrase before: culture eats strategy for breakfast. It means that no matter how brilliant your strategy is, it will not succeed if your organizational culture does not support it. But culture does not only affect strategy; it also affects every aspect of your business, from innovation to customer satisfaction to employee engagement. That is why culture eats strategy for lunch and dinner too.

What is organizational culture?

Organizational culture is the shared set of values, beliefs, norms and behaviors that shape how people interact and work together in an organization. It is often described as “the way we do things around here”. Culture influences how people communicate, collaborate, solve problems, make decisions, handle conflicts and cope with change. Culture also affects how people feel about their work, their colleagues and their leaders.

Why is culture important?

Culture is important because it has a direct impact on performance and results. Research has shown that organizations with strong and positive cultures tend to outperform those with weak and negative ones. For example, a study by Gallup found that companies with highly engaged employees have 21% higher profitability, 17% higher productivity and 10% higher customer ratings than those with low engagement. Another study by Deloitte found that organizations with strong cultures have 30% lower turnover, 40% lower absenteeism and 12% higher quality than those with weak cultures.

How can you shape your culture?

Shaping your culture is not easy, but it is possible. It requires a clear vision, consistent actions and constant feedback. Here are some steps you can take to shape your culture:

– Define your desired culture.

What are the core values and principles that guide your organization? What are the behaviours and attitudes that you want to see and reward? How do you want your employees to feel and act? Write down your desired culture concisely and communicate it to everyone in your organization.

– Align your strategy with your culture.

Make sure that your strategy supports and reinforces your desired culture. For example, if you want to foster a culture of innovation, your strategy should include goals and initiatives that encourage creativity, experimentation, and learning. If you want to promote a culture of collaboration, your strategy should include mechanisms and incentives that facilitate teamwork and cooperation.

– Model your culture.

As a leader or a manager, you have a powerful influence on your culture. Your actions speak louder than your words. You need to model the behaviours and attitudes that you expect from others. For example, if you want to create a culture of trust, you need to be transparent, honest, and respectful. If you want to create a culture of excellence, you need to set high standards, provide feedback and recognize achievements.

– Reinforce your culture.

You need to constantly reinforce your desired culture through formal and informal ways. Formal ways include policies, procedures, systems, and structures that align with your culture. For example, if you want to create a culture of accountability, you need to have clear roles, responsibilities, and expectations for everyone in your organization. Informal ways include rituals, symbols, stories, and recognition that celebrate and reinforce your culture. For example, if you want to create a culture of fun, you can have regular social events, games and awards that foster camaraderie and joy.

Culture eats strategy for breakfast, lunch, and dinner. But it also feeds strategy with energy, creativity, and passion. By shaping your culture intentionally and consistently, you can create a competitive advantage that will help you achieve your goals and fulfil your vision.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

A recruitment strategy is a plan that outlines how to find, attract, hire and retain talent for your organization. It aligns with your business goals, values and culture, and helps you optimize your hiring process and budget. A great recruitment strategy can help you source and hire more qualified, diverse and engaged candidates who can contribute to your success.

Below are 10 steps that will help you creating a great recruitment strategy:

1. Review your current strategy:

Start by evaluating your existing recruitment practices and identifying what works well and what needs improvement. Analyze data such as time-to-hire, cost-per-hire, quality-of-hire, retention rate and diversity metrics to measure your performance and identify gaps or opportunities.

2. Identify your needs:

Based on your business objectives, determine how many people you need to hire, for which roles and skills, and by when. Consider if there are any upcoming changes in your organization that might affect your hiring needs, such as expansion, reorganization or turnover.

3. Establish a job description:

For each position you want to fill, create a clear and detailed job description that outlines the responsibilities, requirements, benefits and expectations of the role. Use keywords that reflect the skills and experience you are looking for, as well as the values and culture of your organization.

4. Consider best avenues:

Depending on the type of talent you are targeting, decide which channels are most effective for reaching them. You might use online platforms such as job boards, social media or career websites; offline methods such as referrals, networking events or campus recruiting; or a combination of both.

5. Set a timeframe:

Based on your hiring needs and urgency, create a realistic timeline for each stage of your recruitment process. This includes sourcing candidates, screening resumes, conducting interviews, making offers and onboarding new hires. Communicate this timeline to all stakeholders involved in the hiring process.

6. Make a budget:

Estimate how much money you need to spend on each aspect of your recruitment strategy such as advertising costs; travel expenses; technology tools; background checks; relocation assistance; etc.,

7) Determine the process:

Define the steps and criteria for selecting candidates at each stage of your hiring process such as resume screening; phone screening; online assessments; in-person interviews; reference checks etc., Ensure that all hiring managers and recruiters follow the same process and criteria consistently and fairly.

8) Begin recruiting:

Execute your recruitment strategy according  to your plan using the channels and tools you have chosen. Monitor and track your progress and results using data and feedback from candidates, hiring managers, recruiters etc.

9) Evaluate and improve:

Review your recruitment strategy periodically and assess its effectiveness using metrics such as time-to-hire, cost-per-hire, quality-of-hire, retention rate, diversity metrics etc., Identify any challenges, issues or areas for improvement, and make adjustments accordingly.

10) Retain talent:

Your recruitment strategy does not end with hiring new employees; it also involves retaining them for long-term success. Create a positive employee experience from day one by providing a smooth onboarding process; a supportive work environment; a clear career path; a competitive compensation package; a recognition program; a feedback system; a learning culture etc.,

By following these steps, you can create a great recruitment strategy that helps you attract, hire and retain top talent for your organization.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #performancemanagement

The success of a company is often attributed to its business model, strategy, and leadership. However, at the core of any successful company are its people. The employees of a company are the driving force behind its success or failure.

A company is more than just a legal entity that produces goods or services. It is also a collection of people who work together to achieve a common goal. The quality and performance of these people can have a significant impact on the success or failure of the company. Here are some ways that people make or break a company:

– People create the culture of the company. The culture is the set of values, beliefs, norms, and behaviours that shape how the company operates and interacts with its stakeholders. A positive culture can foster innovation, collaboration, customer satisfaction and employee engagement. A negative culture can breed distrust, conflict, complacency, and turnover.

– People drive the strategy of the company. The strategy is the plan that guides the company’s decisions and actions to achieve its vision and mission. People are involved in formulating, implementing, and evaluating the strategy at different levels and roles. A clear and coherent strategy can align the company’s resources and capabilities with its opportunities and threats. A vague and inconsistent strategy can confuse and frustrate the company’s stakeholders and undermine its competitive advantage.

– People deliver the results of the company. The results are the outcomes and impacts that the company generates for its customers, shareholders, employees, and society. People are responsible for executing the tasks and processes that produce the results. A high-performing and motivated workforce can enhance the quality, efficiency, and effectiveness of the company’s operations. A low-performing and disengaged workforce can reduce the company’s productivity, profitability and reputation.

In conclusion, people are the most valuable asset of any company. They can make or break a company by creating its culture, driving its strategy, and delivering its results. Therefore, it is crucial for companies to attract, develop and retain the best talent possible. Without employees, a company is limited in its ability to provide good customer service and realize its future goals.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

The importance of employer branding and how to create a compelling employer brand that attracts quality talent.

Employer branding is a strategy that seeks to influence how current employees and the rest of the larger workforce perceive a company’s brand. While branding in general may target consumers, employer branding specifically targets a company’s workforce and prospective hires. Employer branding is not something you choose – it is what you are. And your identity as a company is shaped by various stakeholders: the founders, the executives, the managers, the HR team and the marketing team.

Employer branding is important because it can affect your ability to attract and retain top talent. A strong employer brand can help you:

– Stand out from your competitors in a crowded market

– Reduce your hiring costs by attracting more qualified candidates

– Increase your employee engagement and loyalty by aligning your values and culture

– Enhance your reputation as a company among customers and partners

But how do you create a compelling employer brand that reflects who you are and what you offer? Here are some steps to follow:

1. Define your employee value proposition (EVP). Your EVP is the unique set of benefits and opportunities that you provide to your employees in exchange for their skills and commitment. It should answer the question: why should someone work for you? Your EVP should be based on your company’s vision, mission, values and culture, as well as on feedback from your current employees.
2. Communicate your EVP internally and externally. Once you have defined your EVP, you need to make sure that everyone knows about it. Internally, you can use various channels such as newsletters, intranet, meetings and events to communicate your EVP to your employees. Externally, you can use platforms such as social media, career sites, job boards and employee referrals to showcase your EVP to potential candidates.
3. Measure and improve your employer brand. To know if your employer branding strategy is working, you need to track some key metrics such as application rate, offer acceptance rate, employee satisfaction rate and retention rate. You also need to collect feedback from candidates and employees on their perception of your employer brand. Based on these data, you can identify areas for improvement and adjust your strategy accordingly.

Creating a compelling employer brand is not a one-time project but an ongoing process that requires constant attention and effort. By following these steps, you can build an employer brand that attracts quality talent who share your vision and values.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo

Developing a human resources (HR) strategy that satisfies the needs and preferences of all generations can be a challenging task.

To satisfy and to attract the talent from various generations at workplace, you need to incorporate few nuances into your talent acquisition strategy.

Baby Boomers

• These are the oldest generation in the workforce and are eligible for retirement
• They tend to have a strong work ethic and have valuable experience upon which they can draw
• Some are cutting down on their hours or pursuing passion work in these later years of their life

Generation X

• This is the first generation that did not achieve the financial success of their parents.
• They have an entrepreneurial spirit and a resiliency, which likely came from living through harrowing events like 9/11, the Great Recession, the pandemic, and various wars.
• They are digitally capable and can often serve as a bridge between Baby Boomers and Millennials.

Millennials

• Value work-life balance and value benefits that can help them maintain financial security
• Don’t want to define themselves by their work the way Boomers did
• Remote work fits in well with their lifestyle because of the convenience it affords
• Want to find the meaning in their work

Generation Z

• These workers are facing struggles because their careers are starting amid the pandemic and a time of great change in the workplace.
• They want to find jobs that give them a higher purpose and are looking for customized learning experiences and employers who show empathy and care about their individual career progression
• Gen Z expects their bosses to support causes, like diversity, equity, and inclusion, which move them

However, there are some general principles that you can follow to create a HR strategy that is inclusive and effective for employees of all ages:

1. Conduct a needs assessment: Determine the needs and preferences of each generation by gathering feedback from employees and analyzing data on employee demographics, engagement, and retention.

2. Offer a range of benefits and perks: Offer a range of benefits and perks that appeal to different generations, such as flexible work schedules, telecommuting options, professional development opportunities, and health and wellness programs.

3. Foster a culture of inclusivity: Create a culture that values diversity and inclusivity, and promotes respect and understanding among employees of all ages.

4. Encourage open communication: Encourage open communication and transparency, and make sure that all employees have the opportunity to share their ideas and concerns.

5. Provide opportunities for growth and development: Offer opportunities for employees to grow and develop their skills, including training and mentorship programs.

6. Promote work-life balance: Encourage a healthy work-life balance, and provide support for employees who need to manage caregiving responsibilities or other personal commitments.

By following these principles, you can create a HR strategy that meets the needs of all generations and helps to build a strong and inclusive workforce. However, HR leaders must be careful not to generalize too much