Every business operating has a particular culture regardless of its size. It is a reflection of the company’s values, attitudes and priorities based on the actions of its employees and leadership. Additionally, the physical environment is also considered part of the larger equation. And cumulatively, the culture can be seen as a positive or a negative, depending on what it shows and how it feels.
Employees value a business with a supportive culture that lets them feel like part of the team; as if they belong. And many use it as part of their decision when presented with an employment offer. By understanding what your culture is saying to prospective employees, you can make sure the right message is being sent.
Physical Environment
One obvious factor in a company’s culture is the physical environment. Whether your organization favors open-concept workspaces, classic cubicles or separate offices says a lot about how individuals work in the business, and sends an immediate message to candidates regarding whether the workplace has potential in their eyes.
Additionally, the presence or lack of artwork, plants and personalization are also indicators of the larger culture of a business. Even color schemes and uniformity of office furniture adds to the conversation.
Now, none of these traits are inherently negative across the board as different individuals find value in differing environments. However, it is important to recognize that a professional who thrives on collaboration might not thrive in a closed office environment, just as a person who values quiet when they need to focus won’t like an open-concept design.
Leadership Style
Another key piece of the culture puzzle is the leadership style that is prevelant in the company. For example, do managers prefer to be very hands-on and operate with a lot of oversight, or do they tend to empower employees to work through problems on their own and try out their own solutions?
As with the physical environment, neither of these approaches is problematic by design, but candidates will have preferences when it comes to choosing an employer. And employers should consider these potential points of conflict when evaluating employees.
Employees who don’t mesh with a company’s preferred management style might not live up to their fullest potential in that particular workplace. This means it is often best to part ways instead of trying to put a square peg in a round hole.
Professional Development Opportunities
Few employees enter a workplace without larger career goals.How an organization supports those goals can be a major decision point when candidates determine whether to accept an offer of employment. Having a company stance that provides formal training and educational opportunities can be seen as a valuable benefit, as well as the inclusion of mentorship programs.
And unlike the other aspects of culture, this is an area where not offering suitable opportunities will likely be seen as a negative. So, if your company doesn’t have a formal plan in place to encourage employee growth, it may be time to create one.
If you are looking for more information regarding how culture can affect whether a prospective employee chooses to join the team, or are interested in finding candidates for open positions, the recruiters at The Squires Group have the industry expertise you need to guide your company forward. Contact us to speak to a recruitment professional today and see how having a great culture can help you hire top candidates.
