The 9 Strategies that Create an Insp-Hired Culture

Great cultures are not luck. They come from a handful of choices most leaders were never taught to make. These are the nine strategies behind an Insp-Hired culture, the kind of culture that has top performers finding you instead of the other way around

Purpose

We all want to believe in the work we are doing, and we are more willing to sacrifice for it when we do. Why does your organization exist? What are you striving to accomplish? What are we all fighting for together? When you make that clear to your potential workforce, the top performers who believe in what you are doing will find you.

Leadership Mindset

Leadership is less about direct reports and more about impact and influence. The lowest level in your organization can be leaders because they are having impact and influence. Are you cultivating that at all levels in your organization? Top performers follow good leaders, and they tell their top-performing friends about the leadership at their organizations.

WIIFTE

What’s In It For The Employee

Opportunity, challenge, and impact. No one wants to feel like their work is pointless. We all want to know we are making a difference with what we do. Talk about the impact a position has on the organization, the product, and the people around it at every stage of recruiting and employment. The chance to advance and grow is what keeps people engaged. What are you offering your employees and candidates for their future?

Fair, Competitive, and Equitable Pay

Money is not a motivator, but it absolutely can be a demotivator. People need to know they are not being taken advantage of, and they want the time off and the health and wellness benefits that let them live a balanced, healthy life. You do not have to be the highest payer. You have to be competitive. Do you know the difference between Fair, Competitive, and Equitable?

Outcomes and Expectations

Often we do not get what we need from our team because we have not been clear on our expectations or painted a clear picture of the outcome we are after. People leave jobs within months because the job description covered duties and responsibilities but never the deliverables. Getting clear on all of it is the fix.

Job Fit

When the way people think and learn, how they behave, and what drives them line up with the job, the manager, and the team, they stay and do their best work. When those things are mismatched, even strong performers disengage and eventually move on. Are you measuring fit with employee assessments?

Culture of Integrity

People commit where they feel safe. When an organization’s values and integrity are consistent and visible, employees trust it and give it their best. When they are not, people start looking for a safer place to work.

Identify Top Performers

Network. Get to know the top performers in your industry now, before you have an opening, so you know exactly who to call when you do. They may not be interested themselves, but they often know someone who is.

Efficient and Effective Hiring Systems

Do not trade quality for a “faster” process, and do not make people jump through hoops either. Keep it personal, and always call them back.