Do You Lead A Magnetic or Mediocre Organization
Magnetic organizations easily attract & retain ideal employees. These organizations are built on the foundation of a great culture.
A great culture is a combination of leadership and organizational qualities. It comes from having clear values and sense of purpose. Those inform the behaviors or habits of your organization.
Ideal employees are attracted to the leaders, practices, and ideals of great companies. Based on this culture, these companies will also offer great opportunities and compensation. But culture comes first.
Mediocre organizations reverse that order, hoping to entice employees by compensation or opportunities. They ignore or misunderstand the importance of culture.
As a result, they attract people who are motivated by the transaction, “I give you work, you give me pay or opportunity.” This transactional mindset can work for a time, but over time it leads to mediocre and sometimes even toxic environments.
Ideal leaders and organizations will attract ideal employees. Culture defines “ideal” more than compensation. Which means any organization, of any size, can completely attract and retain ideal employees.
Answer the questions below to explore how your organization can become more magnetic.
Do We Have Great Leadership?
- Do our leaders embody the values and sense of purpose that we advertise?
- Are our leaders passionate about the success of the organization because they value the people in the organization and the purpose the organization serves?
- Are our leaders humble: Are they approachable, candid, willing to acknowledge mistakes and value transparency?
- Are our leaders appreciative? Do they easily see and acknowledge the unique value and contributions of others?
Are We A Great Organization?
- Are we clear about our values?
- Is there a sense of purpose or “mission” to our organization?
- Do we consistently live out our values in our decisions, policies, and workplace behaviors?
- Do we have a strong, positive reputation in the community?
Do We Offer Great Opportunities?
- Do we offer opportunities for people to be professionally or intellectually challenged at work?
- Do we offer opportunities for advancement?
- Do we attract people who feel they can live into their purpose by working with us?
- Are we exceptional? Is there something about what we do that is valuable, unique, or standard setting that can only be experienced by working with us?
Do We Offer Great Compensation?
- Are we compensating people at a level that is at least “enough” to cover a decent standard of living?
- Can our people directly benefit from their unique contribution to the success (financial or otherwise) of the organization?
- Do we frequently acknowledge and demonstrate appreciation for our employee’s efforts and successes?
- Do we invest in the growth and development of our people?
Take good care,
Christian
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