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Creating a Value System To Hire Smart (and Stay Union-Free)

When it comes to hiring, retention, productivity, and a positive workplace, company fit and culture are critical. If you’re looking to create a union-free value system, it’s vital to be able to clearly express your organization’s beliefs. When every employee is able to communicate those values, you’ll significantly improve your UnionProof culture while supporting the company’s long-term success. But often, that’s more difficult than it seems. Here are three steps to create, communicate and gain acceptance for your company’s value system.

Cultural Fit Is the Glue That Holds Your Company Together

As reported by SHRM, turnover due to poor culture fit can cost a company between 50-60 percent of the employee’s annual salary. Meaning, a proactive value system is imperative — especially one that encourages a union-free workplace.

When your company offers candidates transparency regarding your core values (highlighting the importance of optimal working conditions and mutual respect), it leads to greater job satisfaction and in turn, superior performance.

The key is developing a value system in which every employee can truly believe – and communicating that value system! These values should be well-understood and respected by team members. They should be easily accessible via your new-hire orientation video and later, an employee-centric website. After all, most companies develop value statements, yet only two in five employees feel as though they know what their company actually stands for.

Moving forward, consider the following three steps.

Step one: Consider your company’s current culture

To truly understand your company’s identity and culture, be mindful of your current organization. What is that people say about the company, both internally and externally? Does your company offer positive employee-manager relationships?

Your leaders need to involve team members and show them that their opinions matter. Create focus groups or survey employees regularly to measure engagement. By monitoring your culture in this way, you’re promoting a union-free value system of which your employees can be proud.

Step two: Align your union-free value system with your long-term goals

Believe it or not, your company’s culture is actually closely linked to your business strategy. In order for your company to achieve its stated business objectives, you require a team with certain skills, backgrounds, and personalities. Once you have identified an “ideal candidate,” you can then pre-screen with your culture code in mind.

Always lead with your union-free policy, highlighting the importance of optimal employee development, personal respect, competitive wages, a good working environment, and open communication. If the company is – and wishes to remain – completely union-free, your employee handbook should include a brief statement outlining your company’s union-free philosophy. Be sure to consult with your legal counsel to keep this element of your handbook short and to the point as well as powerful and effective.

Step three: Incorporate your core values into a more structured interviewing guide

Based on your value system, your company should define the most desirable attributes for new employees. Using these attributes, you can then develop behavioral interview questions.

While developing your interview questions, remember that you can teach skills, but you cannot teach the type of personality that fits your company’s culture. Interviewers need to be open, communicate clearly, and always encourage individuality.

Following these 3 steps, cultural fit and employee satisfaction will both significantly improve over time. After all, Zappos CEO Tony Hsieh said it best, “There’s a big difference between motivation and inspiration: Inspire through values and inspiration takes care of itself.” Thoughtfully laid out and expertly communicated, your union-free value system can play a huge role in your company’s growth and success.

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