So we went back and formally defined what attributes we wanted to see in each role within the company — so we could properly source, interview, and hire the right people. Then we decided to refocus on the company’s culture and core values.
Here are our 10 core values, which are inspired by Zappos’ corporate values. (And by the way, Zappos both hires and fires on core values. That means they give equal consideration to both performance ability AND support of core values to be part of the Zappos family).
Value No. 5 is important. We intentionally built learning and growing into the core functions of our days. So we settled on ways the company could support this commitment, and demonstrate its dedication to this core value.
We also talk about education. We share blogs (examples are Seth Godin’s blog, Mark and Angel Hack Life, Recognize This, and four or five other e-marketing blogs). We pass around whitepapers. We share articles with our clients. We all join webinars. Education is a company core value.
Saying you offer education and training is one thing. Building education and training in as a company core value — supported by the organization’s policies and strategies — is something very different. What is education in your organization? Something you get to when you have time, or a core component of your success?
Jay Forte is a nationally ranked thought leader and President of Humanetrics. Jay guides organizations — their leaders and managers — in how to attract, hire and retain today’s best talent. He is the author of Fire Up! Your Employees and Smoke Your Competition and The Greatness Zone – Know Yourself, Find Your Fit, Transform The World. Jay is a member of SHRM, ASTD, the National Speakers Association and the Florida Speakers Association. Follow him on Twitter.
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