It’s February! Already!!!
Every single company we spoke to in the last month is looking to add additional people to their team this year.
What does this mean for people and culture in growth companies in 2022?
- Engage your existing team.
According to Indicator's Mood of the Sales Leader report, 81% of salespeople were approached for an opportunity last year. We believe this applies across all job families; especially sales, technology and product.
The main learning from this is to ensure you look after your existing team, as they are likely to have endless options. Move from having conversations about “retention”, to “engagement”.
Ensure you are understanding what each individual is thinking, what is important to them in their career this year and the role they can play in your company in 2022.
TIP: In your next one-on-one, ask your team member what would a great year look like for them?
- Become a talent magnet - be the company that people want to work for!
Employer branding is set to become even more and more important. You know you have a successful employer branding when you are getting people who are approaching you for work.
We are working with businesses to build out and share their employee value proposition. With immigration currently non-existent, you need to attract the right people to your business. Being able to articulate your authentic purpose, vision and values is now a priority.
TIP: Aim (where you can be) to be more planned in your hiring. If you think ahead 8-12 weeks you can then decide how to attract the right person for your business and have a program of activities. Many businesses hire under urgency and this puts pressure on everyone.
- Say “HELLO” in the right way - New employees who are part of a well-structured onboarding orientation program are 82% more likely to remain at a company for up to three years.
I started a job once without a desk, computer, where no one near me knew my name. It didn’t feel great. I didn’t feel like I belonged there. And that is the key, a successful onboarding does not need to be elaborate, you just want the person to feel like they belong from day one.
Make the onboarding experience excellent. Set the person up to be successful. Have a great job description and ensure their first month of orientation is fully mapped out.
TIP: Choose someone who is a great cultural fit to buddy up with a new starter. Also, drop the new starter a call, or even a text, the day before they start. Do everything you can to make them feel welcomed.
Positivity, against uncertainty
In summary, we have learned in the last two years that uncertainty and ambiguity is constant and this does not look likely to change. We have also learned that there is significant positivity, presenting opportunities for anyone who is happy to look elsewhere.
The ability to be able to connect personally (virtually and in person) with prospective and existing team members is going to be key.
Wishing you every success in 2022.
Brien Keegan is the managing director and founder of Sprout. He loves to work with businesses to think outside the box in terms of attracting new talent and engaging the existing team. You can reach Brien on brien@sproutnz.com
