CREATING A WINNING COMPANY CULTURE

Welcome

BEFORE WE GET STARTED

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RUSTY L INDQUISTVP of HCM Strategy, IP and Product Marketing at BambooHR

JANEL LAOSenior HR Manager at Jobvite

Economic Landscape

HR today sits smack-dab in the middle of the most compelling competitive

battlegroundin business, where companies deploy and fight over that most valuable of resources

—workforce talent.

Matthew D. BreitfelderHBR: “Why did we ever go into HR”

“This is a war for talent” Steven Hankin

McKinsey & Company

Series1

Unemployed

4.7%May, 2016

EMPLOYED!

95.3%

Talent Deficit

Among the jobs that 39-44 year olds began, one third ended in less than

a year– Forbes

v1yr

Cost of replacing an employee is between 90% - 200% of their annual

salary.– SHRM

v90-200%

91% of Millennials expect to stay with your company fewer than three

years. – Future Workplace

v91%

Average tenure for Millennials is 2 years (5 years for Gen X and Gen Y)

– Payscale

v43%v2yrs

Shrinking Tenure

Increased Competition

HUMAN CAPITALis quickly becoming

the only sustainable

sourceof competitive

advantage.

@rustylindquist

–Bersin by Deloitte

– Ram Charan Best-selling Author & Business Advisor

Evolution of HR

BusinessValue

H

L

Strategic

Micro Small Mid Large

Operational

HR viewed as a cost centerTransactional HR

High-Impact HRHR as a strategic investment

©Rusty Lindquist | © BambooHR

Following a national survey of job seekers and HR professionals, 43% said that “cultural fit” was the single most important determining factor when making a new hire.

-Millennial Branding & Beyond.com

Culture First

Culture Drives Employment Brand: Source: Liz Pellet, Fellow, Johns Hopkins University

What “is” culture?

The story we tell ourselves, and each other, about where

we work.

Own the conversation

Every day you wake up and choosewho you’re going to be that day.

The person you choose most often,becomes your legacy.

@rustylindquist

1Ingredients of

Culture

v

HOW

OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)

WHYValuesMissionBeliefs

Culture

HR ActivitiesEmployee Perception Candidate Perception

WHAT

CULTURE AND RECRUITING

Advertise the job and company in the right space to target the

candidate profile you are seeking

Assess for culture fit, then the job

Over a third of job seekers with a college

education value company culture

Use social media to research the company culture of organizations they are interested in

59%

Of job seekers say that employee

referrals helped them find their most

fulfilling job

1/4

Of job seekers say interviews make the

biggest impact in your impression of a job

47%

• Customers matter most• Collaborate openly and honestly

to build trusting relationships• Always pursue a better way• Perform and your professions

peak• Be humble, optimistic and joyful

JOBVITE VALUES

CULTURE AND ENGAGEMENT / PERFORMANCE

Beliefs Not BehaviorsBeliefs

Results Behaviors

We tend to move towardour most dominant

thought processMaxwell MaltsPsycho Cybernetics

@rustylindquist

If you create a great place to work,

great work will take place.

“The Relationship between corporateculture and performance”- Wall Street Journal

We found thatculture causes performance,not vice versa

“How Company Culture Shapes Motivation”Harvard Business Review

Why we work, determineshow well we work

Corporate Culture and PerformanceJohn Kotter

Strong corporate cultures

are associated withstrong financial results

The Law of Inertia

We tend to be carried forward in life by the inertia of our past. (So make the

present count)

@rustylindquist

CULTURE AND RETENTION

WHY EMPLOYEES STAY

Of employees stay because they enjoy

the work they do

67% 56%

Of employees stay because they feel connected to the

organization

Of employees stay because of their

coworkers

51% 40%

Of employees stay because of their

manager

WHY EMPLOYEES LEAVE

Of employees leave because they don’t

like their bosses

31%

CULTURE AND COMP

Compensation:

The story of how much you are valued

Compensation

Keystone of Culture

Comp is an exchange of value,

not money

Value Exchange

Experience in industryExperience in market vertical

Experience in adjacent markets

Experience in field of disciplineExperience in adjacent disciplines

Experience with competitorsProduct knowledge

Competitor knowledge

Time and experience in companyEducation

Discipline training and certificationSupply and demand

Employer Value Drivers

Employee Value Drivers

Base payPerformance Pay

Paid time offBenefits

TravelCulture and environment

Work flexibilityWork/Life balance

Meaningful workWho you work with

Challenging workOpportunity to impactJob security

Shared purpose / missionCareer advancement opportunities

Autonomy

Senior leadership

CULTURE AND EMPLOYMENT BRAND

Of job seekers consider an

employer’s brand before even

applying for a job

75%

Taking pride in the company brand is

critical for employee engagement

Of job seekers use companies’ career

websites as their most important source of information online.

74%

People need to believe and feel confident in

your product and brand

TIPS FOR BUILDING AND PROTECTING CULTURE

Take risks and be vulnerable. Allow

yourself to be innovative

Cultural Undercurrents

People are infectious, so when hiring, ask

yourself how will they infect your organization,

for good or bad.

@rustylindquist

Signal to Noise Ratio

HR needs to be less optimized around processes, policies, and procedures, and more around people, productivity,

and performance.

@rustylindquist

Respect your employees’ personal

lives

Stories are the mortar by which reality is built, and life’s true architects are those who tell

the strongest stories.

@rustylindquist

Educate all employees on how they contribute to the success of the

company

@rustylindquist

HR needs to build storytelling as a core competency if it ever

wants to truly increase its influence

TIPS FOR MEASURING CULTURE

• Employee survey• What do others

say?• Glassdoor reviews• Length of retention• Feedback from exit

interviews

HUMAN CAPITALis quickly becoming the only sustainable source

of competitive advantage.

@rustylindquist

Q&A