OUR CLIENTS.

Select Partnerships.

We are your HR Compliance Leadership Training Culture Building Talent Recruiting Awesome Workplace Creating Process Driven 100+ years Experience Providing "Get Your Team Energized" partner

Clients.

Culture works for businesses, culture works for employees, culture works internally in companies to facilitate organizational change, stop churn and make productivity soar.

More than Human Resources, we provide the processes to operationalize culture in your organization.

We solve the problem of churn, lack of productivity and inefficient or noncompliant internal processes. We are experts at implementing organization-wide value and role alignment. We are not like other HR companies. We think and live outside the box. Our team fits into your culture.

With us you get a partner with depth of knowledge and experience and our custom created wholistic culture solutions.

Our Philosophy.

Your purpose creates our success. Our focus is culture infused QGPs.  Our team impacts culture & talent by aligning & integrating people and processes.

Our team transforms role alignment which in turn increases engagement, creating an operationalized culture, aligned values and most importantly… RESULTS. 

In today’s cutthroat job market, employers can’t just flash a paycheck and toss in the occasional “TGIF” to keep employees from quitting (yeah, sorry, reality check).

Since the Great Resignation – the period in which over 47 million people resigned from their jobs in 2021 – employees now have commitment issues, and who can blame them? Loyalty’s a two-way street, folks.

Fact: The revolving door syndrome is real. On average, companies see 18%  of their workforce doing a disappearing act annually. About 13% of that is employees giving the peace sign voluntarily (we’re not talking about the cool kind).

So, what’s an employer to do in this brave new world? Step up that game, pronto.

Your standard incentives? Not cutting it. You need more than stale coffee and the occasional pizza day to keep the A-team on board. Here are five killer moves to seal the deal with top-notch talent.

A Culture of Engagement and Purpose

Modern employees want more than just a paycheck; they are looking for a sense of purpose and engagement in their work. Companies that foster a culture of engagement by aligning employees’ values with the organization’s mission are more likely to attract and retain talent. 

Employees want to be part of something meaningful, where their contributions are recognized and valued. We’re talking about a work ecosystem where contributions are high-fived, and employees’ voices are more than just an echo in the hallway. Regular chats around the water cooler (or Slack channel) keep the lines open, while opportunities to fine-tune their skills give them the tools to conquer challenges.

Regular communication, opportunities for skill development, and a supportive work environment all contribute to a culture that resonates with employees and keeps them committed for the long term (which is really a win-win for everyone involved.)

Flexible Work Arrangements

The rise of remote work and flexible schedules has reshaped employee expectations. Offering flexible work arrangements isn’t just a fancy perk anymore; it’s a signal that you’re all about that work-life balance. You’re waving the flag that says, “Hey, we get it – life’s a juggling act, and we’re here to make it a bit easier.”

Whether it’s remote work options, flexible hours, or compressed workweeks, providing flexibility can enhance job satisfaction and attract a wider pool of candidates. Flexibility not only accommodates individual preferences but also empowers employees to manage their responsibilities effectively.

Professional Growth and Learning Opportunities

Employees value continuous learning and opportunities for professional growth. Employers who invest in training, skill development, and career advancement show a genuine commitment to their employees’ long-term success.

Offering workshops, online courses, mentorship programs, and clear pathways for advancement can entice talented individuals to join and remain loyal to your organization. When employees see a future within your company, they are more likely to stay and contribute their best efforts.

Competitive Compensation and Benefits

While culture and growth opportunities are important, competitive compensation and benefits remain foundational. Employees should feel fairly rewarded for their contributions. Offering competitive salaries, performance-based bonuses, and comprehensive benefits packages demonstrates that your company values its workforce. Strive to stay informed about industry salary standards to ensure your compensation remains attractive.

Think of it this way: when employees see their hard work translating into tangible rewards and a comprehensive benefits package, it’s a clear signal that their contributions are valued. It’s not just about a paycheck – it’s about feeling appreciated and recognized for their dedication.

Staying informed about industry salary standards is crucial. By offering competitive salaries and performance-based bonuses, you’re letting your employees know that you’re invested in their well-being and success. It’s a tangible way to show that you’re not just talking the talk; you’re walking the walk when it comes to valuing your workforce.

Empowerment and Autonomy

It’s more than just showing up for work; it’s about giving your team the power to drive. Today’s employees want more control in their roles – the opportunity to make decisions and the freedom to shape their path. Companies that entrust their team with responsibility, believe in their ability to lead, and offer room for creativity are the ones that succeed in the loyalty game.

Imagine an environment where ideas are respected, not brushed aside. Where mistakes are stepping stones, and employees are given the space to turn concepts into reality. Empowerment isn’t just a buzzword; it’s the force that keeps the wheels of loyalty and dedication turning.

And autonomy? It’s the special ingredient that boosts job satisfaction and productivity. When employees have the flexibility to adapt their work style, manage their schedules, and take charge of projects, it’s like giving them a pass to success. Because when you show faith in their skills, they’re motivated to go above and beyond.

Not sure how to get started implementing these ideas? Let’s chat about how fractional HR can help. 

How Fractional HR Can Help With Employee Retention

Tailored Engagement: Fractional HR pros understand your team inside-out. They create personalized strategies, ensuring each employee aligns with your company’s values and mission. By boosting open dialogue and a sense of belonging, Fractional HR defuses issues before they bubble up, spiking job satisfaction and retention.

Career Growth Blueprint: With Fractional HR, your organization crafts individualized career roadmaps. These blueprints detail skill-building, training, and potential career paths, giving employees a clear route to climb your company ladder.

Guiding Mentorships: Fractional HR sets up mentorship programs, pairing employees with experienced pros. This fosters a sense of belonging while tapping into your company’s long-term prosperity.

Rewards That Resonate: Fractional HR whips up rewards aligned with both industry standards and worker desires. From performance bonuses to inventive recognition schemes, these perks stoke motivation and underline your dedication to their welfare.

Wellness: Beyond Basics: Fractional HR joins forces with your firm to construct wellness programs that go beyond the ordinary. These cover mental health support, work-life balance, and personal development, creating a nurturing space where employees feel cherished.

Ahead of the Curve: Fractional HR pros stay in tune with workforce shifts and expectations. They nimbly tweak strategies to accommodate new initiatives, keeping you steps ahead in meeting employee needs and holding onto star talent.

Learn More About Culture Works

At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance to humanize, customize, and simplify. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. 

Read on to learn more about what we do

In the ever-evolving landscape of today’s job market, finding the right talent for your organization requires more than just assessing skills and experience. Cultural fit and cultural add have emerged as crucial factors in creating a thriving workplace. 

In this blog post, we will explore the distinction between cultural fit and cultural add and discuss how Fractional HR can assist you in finding role alignment that leads to a vibrant, productive and successful work environment.

Cultural Fit and Cultural Add: What Exactly is the Difference?

When it comes to hiring, cultural fit and cultural add are two essential concepts that shape the dynamics and success of an organization. Cultural fit refers to the alignment between a candidate’s values, beliefs, and behaviors and those of the organization. It ensures that individuals seamlessly integrate into the existing company culture and share common values, work ethics, and goals. Cultural fit is crucial for building a cohesive and harmonious team, where employees feel a sense of belonging and work towards a shared vision.

On the other hand, cultural add focuses on the unique perspectives, experiences, and qualities that candidates bring to enhance the organization’s culture. It recognizes the value of diversity and seeks individuals who can contribute fresh ideas, innovative thinking, and different viewpoints. Cultural add embraces the notion that a diverse workforce brings forth a wider range of strengths, skills, backgrounds, and expertise, leading to increased creativity, adaptability, and problem-solving capabilities within the organization.

How to Find the Balance Between Culture Fit and Culture Add

Finding the right balance between cultural fit and cultural add is crucial for creating a dynamic and inclusive work environment. Here are some strategies to help you navigate this balancing act:

Define your organizational values and culture: Start by clearly defining your organization’s core values, mission, and desired culture. This serves as a foundation for evaluating both cultural fit and cultural add. Consider the behaviors, attitudes, and work styles that align with your values and contribute to a positive workplace culture.

Conduct Fair Practices with a Consistent Hiring Process: Recognize the importance of cultural add in fostering an inclusive, collaborative and strengths based company culture. Create a recruitment strategy that seeks candidates from various backgrounds, industries, and environments who can bring unique perspectives, experiences, and skills to your organization. After the recruitment strategy is created, it’s important to create a solid hiring process where every stage in the process conducts fair and consistent practices. .

Assess cultural fit during the hiring process: Incorporate cultural fit assessment into your hiring process. Develop interview questions that delve into candidates’ values, beliefs, and preferred work environments. Look for alignment between their individual values and your organization’s values. Consider their past experiences and how they have demonstrated behaviors that align with your desired culture. 

Identify Performance Trends:  Performance accountability and the success of doing it well can be measured! Performance expectations and how people operate to be accountable should align with both cultural add and cultural fit components. Understanding past or current performance trends can identify highly transferable skills between industries and roles which bring a great ROI to the organization. It’s equally important to identify the type of motivation and performance accountability required for each individual as well as the organization as it relates to its own company goals. Define company goals, performance expectations, KPIs and individual ROI anticipated to ensure every level is purpose driven and can align the impact of their role to the value within the organization. This is true Role Alignment!

Conduct behavioral and situational interviews: Use behavioral and situational interview techniques to assess both cultural fit and cultural add. Ask candidates to provide examples of how they have contributed to a positive culture in previous roles or how they have embraced diversity and brought innovative ideas to the table. This allows you to evaluate their potential contributions to your organization’s culture.

Involve current employees in the hiring process: Include current employees, especially those who will work closely with the new hire, in the interview and evaluation process. Their insights and perspectives can provide valuable input on whether a candidate will fit well within the existing team dynamics and contribute to the organization’s culture positively.

Provide cultural orientation and onboarding: Once you have hired candidates who demonstrate both cultural fit and cultural add, ensure they receive proper cultural orientation and onboarding. This includes introducing them to your organization’s values, norms, and work practices. Help them understand the expectations and behaviors that contribute to a thriving workplace culture.

Foster open communication and feedback: Create a culture of open communication where employees feel comfortable providing feedback and sharing their perspectives. Encourage dialogue about cultural fit and cultural add within the organization. Regularly check in with employees to gauge their satisfaction and ensure that the work environment remains inclusive and supportive.

Continuously evolve your culture: Recognize that culture is not static and should evolve as your organization grows and adapts. Regularly assess your culture and make adjustments as needed. Embrace new ideas and encourage employees to challenge the status quo, fostering a culture of innovation and continuous improvement.

By implementing these strategies, you can find the right balance between cultural fit and cultural add. This will help you build a thriving workplace where employees feel a sense of belonging, contribute their unique perspectives, and work towards a shared vision of success.

Achieving Role Alignment: The Key to Building a Thriving Workplace Culture with Cultural Fit and Cultural Add

Beyond technical skills and experience, role alignment is crucial for long-term success. Role alignment ensures that an employee’s values, goals, and working style align with the specific requirements and expectations of the position. When employees are well-aligned with their roles, they are more engaged, productive, and likely to thrive within the organization. Role alignment sets the foundation for a high-performing and cohesive team.

The Role of Fractional HR in Finding Role Alignment

Fractional HR professionals possess the expertise to evaluate candidates for cultural fit, analyzing their values, attitudes, and compatibility with the existing company culture. They take a proactive approach in identifying candidates who bring diverse perspectives and can contribute to the organization’s growth and innovation. Fractional HR works closely with hiring managers to develop customized strategies that align job requirements with the desired cultural fit and cultural add, ensuring a comprehensive evaluation process.

Strategies for Finding Role Alignment

To achieve role alignment, organizations can implement several strategies. First, it is essential to define and communicate company values clearly. This helps attract candidates who resonate with the culture and are likely to align with the desired role. Conducting behavioral interviews enables organizations to assess how candidates have demonstrated values and behaviors relevant to the position, providing insights into their potential fit. Additionally, involving multiple stakeholders, including Fractional HR professionals, in the hiring process ensures a well-rounded assessment and increases the chances of finding the right fit.

The Benefits of Role Alignment

Prioritizing role alignment yields numerous benefits for both employees and organizations. When employees feel a strong alignment between their values and their role, they are more motivated, engaged, and committed to their work. Role alignment also fosters synergy and collaboration within teams, as individuals understand and appreciate each other’s contributions, leading to a harmonious and productive work environment. Ultimately, by focusing on role alignment, organizations can optimize talent utilization, drive innovation, and achieve better overall performance.

Final Notes

Finding the right talent goes beyond assessing skills and experience. Cultural fit and cultural add, along with role alignment, play critical roles in creating a thriving workplace. Fractional HR professionals bring the expertise needed to evaluate and facilitate role alignment, ensuring a perfect match for your organization. 

By prioritizing role alignment, organizations can foster a vibrant and successful workplace where employees thrive, contribute their best, and drive collective success. Embrace the power of cultural fit, cultural add, and role alignment to create an environment where both individuals and organizations can flourish.

Need a Little Help Hiring in a Competitive Market?

Taking the time to hire the right people will have a host of benefits in the long run. Finding the best fit may not be as easy as a gut feeling and a round of interviews. Luckily, Culture Works is here to help.At Culture Works, our team is focused on value and role alignment. Our team creates processes for your hiring manager to implement, that make the hiring process efficient and effective. We carefully review and screen each candidate, administer customized assessments, and deliver value and role-aligned people to fit your needs.Read on to learn more about what we do. Then, read on to learn why hiring the right people can lead your business to success in a recession.

Young female applicant or candidate in a meeting with an employer having a discussion

In today’s highly competitive job market, finding and attracting top talent has become increasingly challenging for businesses. As organizations strive to build effective teams and drive growth, many are turning to fractional HR partners to gain a competitive edge. These experts possess valuable insights and strategies for navigating the candidate market successfully. 

In this blog post, we will shed light on how businesses can enhance their recruitment processes and secure the best candidates.

First, Is it a Candidate’s Market or a Recruiter’s Market in 2023? 

In the United States job openings shot up to a whopping 11 million at the end of 2022. So, what does this mean for employers? It’s a candidate’s market, folks! Surprisingly, despite the surge in job opportunities, the number of layoffs and discharges has barely budged, hanging around 1.5 million and 1% respectively. In some sectors like finance and insurance, layoffs have decreased. 

What Exactly Does a Candidate’s Market Mean For Employers in 2023?

It essentially implies that job seekers have the upper hand. With an abundance of job openings and a limited pool of available talent, candidates have more options and bargaining power. Employers need to up their game to attract and retain top talent. Wondering exactly how to do that? Don’t worry – We got you covered! Let’s dive in.

How Recruiters Can Navigate the Candidate Market in 2023

Tapping into Extensive Networks

Fractional HR partners have established extensive networks within various industries and sectors. These connections allow them to access a wide pool of talented individuals who may not be actively seeking new opportunities but are open to the right offer. By partnering with these specialists, businesses can tap into their networks, gaining access to passive candidates who may possess the skills and experience required for key roles.

Utilizing Data-Driven Approaches

Fractional HR partners leverage data-driven approaches to gain a deeper understanding of the candidate market. They analyze market trends, competitor insights, and candidate behavior to identify potential talent hotspots and develop targeted recruitment strategies. By leveraging data, businesses can make informed decisions, refine their candidate search, and optimize their recruitment efforts to attract top-notch candidates.

Crafting Compelling Employer Branding

Creating a compelling employer brand is crucial for attracting high-quality candidates. Fractional HR partners can provide valuable guidance in crafting an authentic employer brand that resonates with the desired talent pool. They assist in highlighting the organization’s unique selling points, company culture, and career development opportunities, effectively communicating why candidates should choose to work for the organization. By presenting a strong employer brand, businesses can differentiate themselves and attract top talent who align with their values and goals.

Streamlining the Hiring Process

The recruitment process can often be lengthy and cumbersome, resulting in missed opportunities and candidate drop-offs. Fractional HR partners bring expertise in streamlining the hiring process, ensuring efficient candidate screening, interviewing, and selection. They help identify bottlenecks, implement time-saving technologies, and optimize workflows, reducing time-to-hire and enhancing the overall candidate experience. Streamlining the hiring process not only attracts candidates but also helps businesses secure top talent before competitors do.

Employing Innovative Sourcing Techniques

In today’s digital age, traditional methods of sourcing candidates may not be sufficient. Fractional HR partners stay abreast of the latest sourcing techniques and innovative recruitment tools. From leveraging social media platforms and professional networks to utilizing AI-powered applicant tracking systems, these specialists employ cutting-edge approaches to identify and engage with potential candidates. By adopting these techniques, businesses can expand their candidate reach and stay ahead in the competitive candidate market.

How Role Alignment Supports Successful Hiring

When it comes to successful hiring, role alignment plays a crucial role in ensuring long-term success and employee satisfaction. Role alignment refers to the process of aligning the responsibilities and expectations of a given role with the skills, experience, and goals of the person hired for that role. It goes beyond simply matching job titles and qualifications; it’s about finding the right fit between the candidate and the organization.

Identifying the Right Candidates

By establishing clear role alignment, businesses can better identify the candidates who possess the necessary skills and qualifications for the position. This helps in screening out candidates who may not be the right fit, saving time and resources in the hiring process.

Enhancing Employee Engagement and Satisfaction

When a candidate’s skills, experience, and goals align with the responsibilities and expectations of the role, it leads to higher employee engagement and satisfaction. Employees who find meaning and fulfillment in their work are more likely to be motivated, productive, and committed to the organization’s success.

Improving Retention Rates

Role alignment significantly contributes to employee retention. When employees feel that their skills are being utilized effectively and their goals are aligned with the organization’s objectives, they are more likely to stay with the company for the long term. This reduces turnover rates and the costs associated with hiring and training new employees.

Boosting Team Performance

When every team member’s role is well-aligned with their skills and goals, it creates a harmonious work environment that fosters collaboration and synergy. Each team member understands their responsibilities and can contribute effectively to the team’s overall performance and success.

Partnering with Fractional HR partners for Role Alignment:

Fractional HR partners play a vital role in achieving role alignment during the hiring process. They work closely with businesses to understand their organizational goals, culture, and the specific requirements of each role. With their expertise, these specialists help in crafting accurate job descriptions, conducting thorough candidate assessments, and matching candidates with the roles that align with their skills and aspirations.

Need a Little Help Hiring in a Competitive Market?

Taking the time to hire the right people will have a host of benefits in the long run. Finding the best fit may not be as easy as a gut feeling and a round of interviews. Luckily, Culture Works is here to help.

At Culture Works, our team is focused on value and role alignment. Our team creates processes for your hiring manager to implement, that make the hiring process efficient and effective. We carefully review and screen each candidate, administer customized assessments, and deliver value and role-aligned people to fit your needs.Read on to learn more about what we do. Then, read on to learn why hiring the right people can lead your business to success in a recession.

High angle view of group of female entrepreneurs communicating while working on laptop in the office

Employee turnover can be a daunting challenge for businesses, causing disruptions and incurring various costs. Understanding the true impact of employee turnover is essential for organizations to make informed decisions and implement effective strategies to mitigate turnover rates. 

In this article, we will delve into the different costs associated with employee turnover and explore how Fractional HR services can help.

Employee Turnover Costs: Let’s Talk Numbers

When it comes to retaining top talent, understanding why employees leave, the impact it has on businesses, and how organizations can make a change is key. Today, we’re taking a closer look at some eye-opening statistics:

The Scoop on General Employee Turnover

Wondering what a good employee turnover rate looks like? On average, companies experience an 18% turnover rate in their workforce every year.

Around 6% of staff members usually leave due to downsizing or poor performance, which is known as involuntary turnover. While it helps shape recruiting strategies, voluntary turnover takes the spotlight when it comes to retention.

Voluntary turnover, where employees choose to leave on their own, accounts for approximately 13% of annual employee loss for most companies.

For a deeper dive, it’s essential to assess how many individuals are leaving key positions. On average, high performers have a turnover rate of 3%, while top-notch companies manage to keep this number close to zero.

Interesting Insights into Tenure:

Let’s talk about how long people stick around in their roles. According to the Bureau of Labor Statistics (BLS), the median number of years wage and salary workers have been with their current employer stands at 4.1 years, similar to the figures from 2018.

However, tenure varies significantly across age groups. BLS data reveals that workers aged 55 to 64 have a median tenure of 9.9 years, while those aged 25 to 34 only stay for about 2.8 years. 

In January 2020, 54% of workers aged 60 to 64 had been with their employer for at least a decade, compared to just 10% of workers aged 30 to 34.

Occupation and industry also play a role in tenure. Workers in management and professional roles tend to stay the longest, with a median tenure of 4.9 years. On the other hand, those in the service industry, often younger individuals, have the lowest median tenure at 2.9 years. Food service workers have the shortest median tenure, lasting around 1.9 years.

The Turning Point at One Year:

Pay close attention to the one-year mark if you’re aiming to reduce turnover. Surprisingly, ten times more employees quit after their first year compared to those who leave after five years.

Understanding these statistics sheds light on the challenges companies face in retaining their valuable employees. By delving into the reasons behind turnover and analyzing these numbers, organizations can take proactive steps to improve employee satisfaction, engagement, and ultimately, long-term loyalty.

Direct Costs of Employee Turnover:

Recruitment and Hiring Expenses: 

These include advertising job openings, conducting interviews, and screening candidates. It also involves the costs of background checks, pre-employment assessments, and any relocation expenses for new hires. 

For mid-sized businesses, recruitment costs can range from $4,000 to $7,000 per hire, while small businesses may spend between $1,000 and $2,500 per hire.

Onboarding and Training:

Organizations invest time and resources in training new employees, which can include orientation programs, job-specific training, and mentorship. These costs are lost when an employee leaves shortly after being hired.

Mid-sized businesses typically spend around $1,000 to $2,500 on training and onboarding per employee, while small businesses may allocate $500 to $1,500 per employee.

Productivity Loss: 

When an employee departs, there is a temporary decline in productivity as the position remains vacant or is filled by a less experienced employee. Other team members may also experience decreased productivity due to increased workload or the need to train new employees.

Studies show that the cost of productivity loss due to turnover can range from 50% to 200% of an employee’s annual salary. For mid-sized and small businesses, this cost can have a significant impact on overall performance and profitability.

Indirect Costs of Employee Turnover

Knowledge and Expertise Loss: 

Departing employees take with them valuable knowledge, skills, and institutional memory, which can be challenging to replace. It may result in a decline in productivity, lower team morale, and increased errors or inefficiencies.

Customer Impact: 

Employee turnover can negatively affect customer relationships. Clients may experience disruptions in service, inconsistency in communication, or a decline in overall satisfaction, potentially leading to customer attrition.

Employee Morale and Engagement:

High turnover rates can negatively impact the morale and engagement of remaining employees. Constantly witnessing colleagues leaving can create a sense of instability, decreased motivation, and decreased trust in the organization.

Recruitment and Onboarding Delays: 

The time required to find suitable replacements and bring them up to speed can cause delays in project timelines, hinder growth initiatives, and impact overall business performance.

How Fractional HR Can Help with Employee Turnover

Recruitment and Talent Acquisition: 

Fractional HR services can assist with the recruitment process, leveraging their expertise and networks to find qualified candidates efficiently. They can streamline the hiring process, conduct thorough background checks, and provide guidance on competitive compensation packages.

Onboarding and Training Support: 

Fractional HR providers can develop comprehensive onboarding programs and training materials that facilitate a smooth transition for new hires. This ensures that employees are equipped with the necessary skills and knowledge to contribute effectively from the start.

Employee Engagement and Retention Strategies: 

Fractional HR services can help organizations implement strategies to improve employee engagement, satisfaction, and retention. This can include conducting surveys, implementing recognition programs, and providing career development opportunities.

HR Analytics and Insights: 

Fractional HR providers often have access to sophisticated HR analytics tools, enabling organizations to track and analyze turnover rates, identify patterns, and make data-driven decisions to address underlying issues.

Compliance and Legal Support: 

Fractional HR services can assist with ensuring compliance with employment laws and regulations, reducing the risk of legal issues associated with employee turnover.

Final Notes

Employee turnover can have significant financial and operational implications for businesses. By understanding the true cost of turnover and leveraging fractional HR services, organizations can implement effective strategies to reduce turnover rates, improve employee retention, and ultimately enhance their overall performance and success.

Need a Little Help Hiring the Right People?

Taking the time to hire the right people will have a host of benefits in the long run. Finding the best fit may not be as easy as a gut feeling and a round of interviews. Luckily, Culture Works is here to help.

At Culture Works, our team is focused on value and role alignment. Our team creates processes for your hiring manager to implement that make the hiring process efficient and effective. We carefully review and screen each candidate, administer customized assessments, and deliver value and role-aligned people to fit your needs.

Read on to learn more about what we do. Then, read on to learn how to build trust with your employees.

a man and a woman sitting at a table with laptops

When an employee is underperforming, it can be tough to know how to handle the situation. While terminating their employment may seem like the best course of action, it’s important to follow proper procedures to avoid legal issues.

Hire So You Don’t Have to Fire 

The best way to avoid having to fire someone is to hire the right people in the first place. This means creating effective job descriptions, conducting thorough interviews, and checking references and backgrounds.

To create an effective job description, focus on the specific skills and experience required for the position. Use clear, concise language to avoid confusion and make it easy for applicants to understand what’s expected of them.

During the interview process, ask open-ended questions that allow the candidate to demonstrate their problem-solving and communication skills. Take notes and compare them against the job description to ensure that the candidate meets all the necessary qualifications.

Don’t forget to check references and conduct background checks to ensure that the candidate has a good track record and is a good fit for your organization.

By taking the time to hire the right people, you can save yourself the headache of having to let someone go later on.

How to Retain Good Employees

Retaining good employees is crucial for the success of any business. Not only does it reduce recruitment and training costs, but it also boosts morale and productivity. Here are some effective strategies for retaining top talent:

Offer competitive compensation and benefits: One of the most important factors in employee satisfaction is fair compensation and benefits. Ensure that your pay and benefits packages are in line with industry standards.

Provide growth opportunities: Employees want to feel like they’re advancing in their careers. Offer training and development programs to help them build new skills and advance within the company.

Recognize employee achievements: Regular recognition of employee achievements can go a long way in boosting morale and motivating employees to perform their best. Consider implementing a recognition program that rewards outstanding performance.

Hire Slow Fire Fast

The old adage “hire slow, fire fast” is more relevant today than ever. Taking the time to find the right person for the job can save you time, money, and headaches in the long run. However, when an employee is not performing, it’s important to act quickly to avoid further damage to the team or business.

To hire slow, make sure to:

  • Create effective job descriptions that clearly outline job duties, expectations, and required skills.
  • Conduct thorough interviews that assess both technical skills and cultural fit.
  • Check references and conduct background checks to ensure that candidates are honest and reliable.

To fire fast, make sure to:

  • Clearly communicate expectations and goals to employees, and provide feedback on performance.
  • Document performance issues and provide opportunities for improvement.
  • If improvement is not seen, terminate employment quickly and professionally to avoid any legal issues or damage to the team.

How to Have Difficult Conversations

Managing a team often requires having tough conversations with employees, but it’s never easy. Here are some tips to make the process smoother:

First, make sure you are actively listening to the employee’s concerns and perspective. Empathize with them and try to see things from their point of view. Then, provide clear feedback and discuss any issues or performance problems in a non-judgmental manner.

When giving feedback, be specific about the issue and how it is affecting the employee’s performance. Offer concrete examples and suggest ways to improve, such as additional training or support.

It’s also important to document all conversations with the employee, including any agreements made and follow-up steps. This can help avoid misunderstandings or disputes later on.

How to Fire an Underperforming Employee 

Firing an employee is never easy, but sometimes it’s necessary to maintain the productivity and morale of the team. Here are some steps to follow:

Provide Clear Feedback

Before considering firing an underperforming employee, it’s important to provide them with clear feedback about their performance issues. Schedule a meeting with the employee to discuss the specific areas in which they are falling short and set goals and timelines for improvement. Be sure to document all interactions with the employee to have a clear record of the feedback provided.

Consult with HR

Consulting with HR is an important step in the termination process to ensure that you are following proper procedures and documentation. HR can provide guidance on the company’s policies and any legal considerations that need to be taken into account.

Conduct the Termination Meeting

When conducting the termination meeting, it’s important to be professional and respectful. Explain the reasons for the termination and offer any support or resources to help the employee transition. It’s crucial to avoid discriminatory or retaliatory actions and to document all aspects of the termination process. Have a witness present during the meeting, and prepare a script ahead of time to ensure that you cover all necessary points.

Minimize Risk of Legal Issues

Firing an employee can be a risky process, as it can open up the possibility of legal action. To minimize the risk of legal issues, ensure that the termination is based on performance and not any discriminatory or retaliatory actions. Document all aspects of the termination process, including the reasons for the termination and any support offered to the employee.

Explore All Other Options

Firing an employee should be a last resort after all other options for improvement have been exhausted. Before considering termination, explore all other options, such as additional training or coaching, changes in job responsibilities, or providing additional support or resources.

Remember, firing an underperforming employee is never an easy decision, but sometimes it’s necessary for the productivity and morale of the team. By following proper procedures and communication, you can minimize the risk of legal issues and maintain a positive workplace culture.

Need a Little Help Hiring the Right People?

Taking the time to hire the right people will have a host of benefits in the long run. Finding the best fit may not be as easy as a gut feeling and a round of interviews. Luckily, Culture Works is here to help.

At Culture Works, our team is focused on value and role alignment. Our team creates processes for your hiring manager to implement that make the hiring process efficient and effective. We carefully review and screen each candidate, administer customized assessments, and deliver value and role-aligned people to fit your needs.Read on to learn more about what we do. Then, read on to learn how to build trust with your employees.

a group of people sitting around a table

Ready to take your business to the next level? As your company grows, so do your HR responsibilities, but managing those tasks can be time-consuming and complex. That’s where your fractional HR partner comes in! By streamlining and developing your HR processes, you can take care of your employees, improve efficiency, connect with top talent, stay on top of regulations, and boost your bottom line, all while freeing up time to focus on what matters most – your business.

So, what exactly is fractional HR and how can it help your company grow and thrive for years to come? An external company like Culture Works can partner with you to manage some or all of your HR needs: from day-to-day HR functions to long-term strategic initiatives. Fractional HR covers a broad spectrum of services that can help you streamline and optimize your HR processes.

Understanding Fractional HR

With a fractional HR partner like Culture Works, you gain access to a dedicated team of HR and back-office administration specialists who can help you stay compliant and navigate complex HR issues. You also save time and money by leveraging the expertise of seasoned professionals who can help you manage your HR needs more efficiently. So, whether you need assistance with recruiting, onboarding, compliance, or anything in between, your HR partner can help your business grow and thrive. 

What Exactly Does an HR Partner Do?

Some HR services include:

Upgrade Your Hiring Process 

Finding the right talent for your company can be a challenging task, but using an external partner to elevate your recruiting efforts can ease the burden and help you build a solid pipeline of skilled professionals. An HR services provider like Culture Works can provide a proactive and targeted approach to recruiting, managing every aspect of the hiring process, from sourcing candidates to onboarding new hires.

Say Goodbye to Tedious Recruiting Tasks

Recruiting requires time and attention to detail, and by partnering in your recruiting efforts with a team of HR experts, you free up valuable time to focus on your core business. An HR firm can handle recruiting tasks like job posting, candidate sourcing, resume screening, pre-hire job assessments, substance abuse testing, background checks, and medical exams. This allows you to invest more time in strategy and growth opportunities for your company.

Recruiting Services You Can Expect from a Fractional HR Provider

Partnering with a fractional HR provider can offer you access to applicant screening and interviewing, job description and posting support, and onboarding new employees. With these recruiting services, you can streamline your hiring process and increase efficiencies in your organization. An HR provider can help you identify the right talent, ensuring your company culture remains intact while enabling you to scale for long-term growth.

So, if you are looking to upgrade your hiring process, partnering in your recruiting efforts with a provider like Culture Works may be the solution you need.

Proactive Performance Management

Investing in your employees is investing in your business’s success. By gaining external support in strategizing your company’s performance management, you can take a proactive approach to developing your employees’ talent and increasing their job satisfaction and engagement. Here’s how a fractional HR partner can help you achieve these goals:

Revolutionize Your Performance Management

By leveraging a fractional HR partner as an expert in developing a customized performance management system, you’ll be equipped with a program that will provide you and your employees value. The system will allow employees to set performance goals, streamline performance review processes, and receive ongoing feedback to identify competency and skill gaps.

Boost Your Workforce’s Productivity and Engagement

Proactive performance management helps identify areas where your employees need support and training, leading to increased productivity and engagement. Your fractional HR partner can help manage staffing needs, including creating a diverse, equitable, and inclusive workplace through the implementation of DEI programs.

Maintain Accurate Employee Records

Performance management includes keeping up-to-date employee records. Your fractional HR partner can provide support to ensure you’re meeting all compliance and recordkeeping requirements.

Investing in your employees pays dividends. By utilizing a fractional HR partner to level-up your performance management, you can develop your workforce and set your business up for success.

Attract and Retain Qualified Employees 

One of the significant advantages of a focused fractional HR partner is that it can help you attract and retain qualified employees. By partnering with a dedicated HR partner, you can take a proactive approach to recruiting by sourcing and vetting candidates, managing your hiring process, and building a solid pipeline of talent. This approach has long-term benefits, including lower recruiting costs, a stronger organizational culture, and a more experienced workforce.

Develop and Execute an HR Strategy

You want to put your people and culture first, but you don’t know where to begin. That’s where a fractional HR partner like Culture Works comes in! We evaluate your current practices and identify what initiatives will make the most impact and provide the most value to your business and team. We use our experience and knowledge to guide you through the development of those initiatives, the execution, and the change management to ensure your initiatives are a success.

Interested in Learning More?

For small business owners, the phrase “HR Team” might sound a little expensive. If you were to create your own in-house team, you’d probably be right. But with a fractional HR team, and more specifically our Basic: Culture Ops Package, you get a team of experts dedicated to creating a strong culture within your business for an affordable price. And the best part is, you can use us for however long you need us.

And if you’re looking for something more than the Basic Package, check out our Full-Integration Package, or better yet, ask us directly. We look forward to connecting. 

Group Of Multi Ethnic Business Team Sitting Together At Workplace In Modern Office

Company culture plays a vital role in a business’s success, from employee engagement and productivity to profitability. However, operationalizing culture, or turning it into tangible and actionable processes, can be a challenge. Operationalizing culture requires more than just defining company values, it involves fostering a positive work environment, creating a sense of purpose, and establishing company-wide systems and processes.

In this blog post, we’ll explore why operationalizing culture is important and how it can benefit your organization. We’ll also provide some tips and tools to help you measure and operationalize your culture. So let’s dive in!

What Does It Mean to Operationalize Culture?

First, let’s define what we mean by “operationalize culture.”  Operationalizing culture is putting purposeful and impactful systems and processes in place and providing effective leadership training to foster culture alignment company-wide.

In other words, it means taking the abstract concept of culture and turning it into something concrete and actionable. This can involve things like defining your company values, establishing rituals and traditions, and incorporating culture into your hiring and onboarding processes.

So, Why is it so Important to Operationalize Culture?

  • The company culture will be aligned and integrated with Purpose
  • The People will evolve and operationalize the company’s culture through talent strategy and development
  • The company will have aligned Processes to support HR, Ops and Leadership

Let’s dive into more of the benefits of operationalizing culture. 

Benefits of Operationalizing Culture

Consistency

Operationalizing culture helps ensure that your company culture is consistent across all departments and levels of the organization. It also helps to reinforce your culture and make it a part of your company’s identity. When culture is operationalized, it becomes a tangible part of your company that employees can see, feel, and experience.

Attracting Talent

Another benefit of operationalizing culture is that it can help you attract top talent. In today’s job market, many candidates are looking for more than just a paycheck. They want to work for a company that shares their values and has a positive culture. When you have a strong, well-defined culture that is visible in your day-to-day operations, it can be a powerful recruiting tool.

Retaining Employees

Furthermore, operationalizing culture can also help you retain your best employees. By fostering a positive work environment that aligns with your values and mission, you can create a sense of belonging and purpose among your team members. This can lead to increased job satisfaction, engagement, and loyalty. When your employees feel valued and connected to your company, they are more likely to stay with you for the long term.

Improving Organizational Performance

When everyone in your company understands and embodies your culture, it can drive more effective decision-making, collaboration, and innovation. Your team members will be better equipped to work together towards a common goal, and to make decisions that align with your values and mission. This can lead to improved productivity, efficiency, and ultimately, profitability.

Building a Strong Brand Reputation

Finally, operationalizing culture can help you build a strong brand reputation. When your company’s culture is well-defined and consistent, it can create a positive image in the minds of your customers, partners, and other stakeholders. This can lead to increased trust, loyalty, and advocacy, which can ultimately drive business growth.

So, how can you operationalize culture in your organization? 

Here are a few tips:

Define your values: Start by identifying the core values that define your company culture. These values should be specific, measurable, and actionable. Once you’ve defined your values, make sure they are communicated to all employees and integrated into your day-to-day operations.

Establish rituals and traditions: Rituals and traditions are a great way to reinforce your company culture and create a sense of community among employees. This could be something as simple as a weekly team meeting or a more elaborate event like an annual company retreat.

Incorporate culture into your hiring process: When hiring new employees, make sure you are looking for candidates who share your company values and are a good fit for your culture. This could involve asking specific questions during the interview process or conducting culture fit assessments.

Make culture part of your performance evaluations: Finally, make sure you are evaluating employees based on how well they embody your company culture. This can help reinforce the importance of culture and ensure that it remains a priority for everyone in the organization.

What Tools and Resources Can Be Used to Help Measure and Operationalize Culture?

Operationalizing culture requires a systematic approach that involves leveraging the resources and tools available to you. Here are some of the tools and resources that can help you measure and operationalize your culture:

  • Surveys: Solicit feedback from your employees to ensure that you are not tone-deaf to their needs and expectations. Listening to your team and taking their feedback into account can help you establish initiatives that are impactful and valued.
  • Company values: Establish company values and integrate them into company practices and branding. When your values are aligned with your practices and branding, it creates a cohesive culture that is easily recognizable both internally and externally.
  • Communication channels: Create company-wide communication channels that improve awareness, emphasize culture expectations, and give recognition. Examples include newsletters, culture-focused email blasts, and communication platforms.
  • Performance Support System (PSS): A PSS can provide the necessary support to employees to enable them to perform their jobs effectively. Providing meaningful PSS can help employees feel supported and empowered.
  • Learning and development: Implement learning and development tools, such as solid training plans for new hires and opportunities for continued education and development internally. This goes beyond just a PIP or through the performance management process.
  • Team outings and events: Foster team building and stronger engagement by organizing team outings, events, and activities that create a sense of unity and purpose.
  • Purposeful meetings: Make meetings more meaningful by aligning them with company goals and values. This can help ensure that meetings are productive and that everyone is working toward the same objectives.
  • Job descriptions and job ads: Specify culture and value expectations in job descriptions and job ads to ensure that there is stronger alignment between your culture and your hiring process.
  • Recruitment process: Maximize the available recruitment tools, such as your LinkedIn page and interview guides, to attract candidates that are aligned with your culture and values.

Final Notes

Operationalizing culture is about taking the abstract concept of culture and making it a tangible part of your day-to-day operations. By defining your values, establishing rituals and traditions, incorporating culture into your hiring process, and making culture part of your performance evaluations, you can create a strong, consistent culture that attracts and retains top talent. 

Need Some Help With Operationalizing Culture?

At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance to humanize, customize, and simplify. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. Read on to learn more about what we do. Then, read on to learn why hiring the right people can lead your business to success in a recession.

a woman shaking hands with a man in front of her

Whether it’s a new technology implementation, a rebranding effort, or a company-wide restructuring, change is a constant in the world of business. The good news?  There are effective ways to manage change and make the process as smooth as possible. 

So, let’s dive into some strategies for effective change management.

First, What Do We Mean by Effective Change Management?

Effective change management refers to the process of planning, implementing, and managing change in a way that minimizes the negative impacts and maximizes the benefits. 

Why is Change Management Crucial for Small and Mid-size Businesses?

Effective change management can help businesses minimize the negative impacts of change and ensure that changes are implemented successfully. When changes are not managed effectively, it can lead to a range of problems, such as lost productivity, low morale, financial losses, and damage to the business’s reputation.

For small and mid-size businesses, lost productivity can be particularly detrimental, as they may have fewer employees and resources to absorb the impact. Low morale can also be a significant risk, as employees may feel left out of the change process, uncertain about their future, or concerned about their job security. Financial losses hit small and mid-size businesses harder, as they may not have the same financial cushion as larger organizations to absorb the impact of lost revenue or additional expenses.

Finally, poor change management can damage a small or mid-size business’s reputation, making it harder for them to recover and grow. Negative publicity or customer dissatisfaction can harm a business’s brand, leading to a decrease in sales and customer loyalty.

Strategies for Effective Change Management

Create a Plan

Before embarking on any significant change, it’s essential to create a plan. Your plan should outline the reasons for the change, the expected timeline, and the resources needed. 

Here are the essential elements that your plan should have to ensure success:

First, define your strategic goals. What’s the overall objective of this change, and how does it fit into your broader business objectives? Keep your focus on the big picture.

Next, identify the metrics that will measure your success. Establish a baseline, and set clear key performance indicators that will help you track progress.

It’s time to think about implementation. Who’s on your team, who’s overseeing the change, and who needs to sign off on each stage? These details will help ensure that everyone is on the same page.

Lastly, define the project scope. What specific steps and actions are needed to make this change happen? What’s included in the project, and what’s not? Be prepared for any potential roadblocks that may arise along the way.

While it’s important to have a solid plan, it’s also crucial to remain adaptable. The implementation process may throw unexpected challenges your way, so be prepared to adjust as needed. With a thorough plan and some flexibility, you’ll be well on your way to successful change management.

Communicate Effectively

Communication is key when it comes to change management. Be sure to communicate the plan to all relevant parties and be transparent about the reasons for the change. It’s also important to provide regular updates throughout the process to keep everyone informed.

Involve Your Team

Your team is your most valuable asset, so it’s important to involve them in the change process. This includes soliciting feedback and ideas, providing training and support, and encouraging open communication. By involving your team, you can tap into their collective knowledge and expertise, leading to better outcomes.

Stay Flexible

Change can be unpredictable, so it’s essential to remain flexible. Your plan should be adaptable to any unforeseen challenges or opportunities that arise. Be open to feedback and willing to adjust the plan as needed.

Celebrate Successes

Change can be difficult, so it’s important to celebrate successes along the way. Recognize and celebrate milestones and accomplishments throughout the change process. This not only boosts morale but can also help sustain momentum as the organization moves forward.

Review, Revise and Continuously Improve

Change is an ongoing process. It is important to realize that even change management strategies require constant adjustment throughout a project. This process should be integrated into every step to detect and eliminate obstacles, just like communication. The effectiveness of this process depends on the dedication to measurement and analysis, similar to the need for resources and data. Although change can be challenging, it is essential to continuously enhance strategies for optimal results.

Common Challenges in Change Management

Change management can be a tricky task with new approaches and enhancements popping up all the time. But fear not, because with a bit of effort and some cool tools, managing change can be super rewarding.

Organizational change is like a chameleon, always adapting to new consumer expectations and global competition. But let’s be real, change can be tough for us humans. We love our comfort zones and switching things up can be a real struggle. That’s why it’s important to involve people early on and implement processes that work for everyone.

So, what tools can we use to make change management more efficient? Check these out:

  • Product or Business Roadmaps
  • Readiness Assessments
  • Training Tutorials and Education Sessions
  • Stakeholder Feedback Forums
  • Post Mortem Review
  • Measurements and Analytics
  • Resistance Management
  • Continuous Improvement Plan
  • Business Case

There’s no one-size-fits-all approach to change management. Some methods focus on changing the individual to create cultural change, while others look at changing the entire organization to improve things. With a bit of research and planning, a change management strategy can work for any organization, no matter how big or small. The business of change is booming, so let’s embrace it and make some awesome things happen!

Need Some Help With Change Management?

At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance to humanize, customize, and simplify. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. 

Read on to learn more about what we do. Then, read on to learn why hiring the right people can lead your business to success in a recession.

Creative female executives talking and discussing in office.

Engaging employees and talent strategically is crucial in today’s competitive job market. To engage employees and talent strategically, you need to take care of your employees’ mental health, create a culture of open communication, and reimagine how you market your positions. 

With these strategies, you can build a workforce that is engaged, motivated, and committed to the success of your company. So let’s dive in and learn how to engage employees and talent strategically!

Take Care of your Employees’ Mental Health

Let’s face it, folks – taking care of your employees’ mental health is no joke. We all know how important it is to prioritize our own mental well-being, but it’s just as crucial to extend that same level of care to those we work with. Why? Well, not only does it make for a happier and healthier workforce, but it can also attract and retain top talent.

One way to take care of your employees’ mental health is to provide emotional support. This can come in the form of resources such as an Employee Assistance Program (EAP), which offers confidential counseling and support for personal and work-related issues. You could also implement a wellness program, providing your employees with tools and resources for managing stress and prioritizing their mental health.

Create a Culture of Open Communication

When it comes to creating a culture of open communication, the key is to encourage your employees to speak up and share their thoughts and ideas. This means providing them with a safe and non-judgmental space where they can express themselves without fear of retribution or ridicule. 

By fostering an open and transparent dialogue, you can gain fresh perspectives, innovative ideas, and valuable feedback that can help your company remain dynamic and agile.

Reimagine How You Market Your Positions

Candidates have more options than ever, so it’s important to change how you position and market your openings. Postings should lead with what makes your company different and special relative to your competitors, not just with how much the job pays or how great your benefits are.

It’s also important to consider the language and tone of your job postings. Avoid using overly technical or formal language that may turn off potential candidates. Instead, use language that is engaging and approachable. Remember, you’re not just selling a job, you’re selling a company culture and a vision for the future.

Be Transparent About Your Gaps

As leaders, it’s natural to want to present a picture-perfect image of our businesses to the world. But the truth is, nobody’s perfect – and that includes businesses! In fact, acknowledging our imperfections and being transparent about them can actually be a huge asset when it comes to building trust with our employees and customers.

When we’re open about the areas where we need to grow and improve, it shows that we’re self-aware and committed to making positive changes. It also helps to break down barriers between leadership and employees, and encourages everyone to work together to overcome challenges and achieve shared goals.

Let Employees Own Their Ideas

As a leader, it’s important to trust your employees and give them the credit they deserve. When an employee comes to you with a great idea, don’t just brush it off or take credit for it yourself. Instead, let them own it and take the lead. Not only does this show respect and buy-in, but it also fosters a culture of innovation and creativity.

By giving your employees the autonomy to own their ideas, you’re showing that you trust them and believe in their abilities. This, in turn, boosts morale and engagement, leading to higher job satisfaction and retention rates. Plus, your employees are more likely to put in extra effort and go above and beyond when they feel valued and respected.

Give Employees Flexibility

Remote-first, work-from-anywhere policies are key to providing your team with the autonomy they need to get their jobs done while also allowing them to have more control over their lives. This flexibility can lead to increased productivity and job satisfaction, which ultimately benefits both the employee and the employer.

Operationalize Your Company Culture 

Operationalizing culture is putting purposeful and impactful systems and processes in place and providing effective leadership training to foster culture alignment company-wide.

In other words, it means taking the abstract concept of culture and turning it into something concrete and actionable. 

Lead by Example

Leaders play a crucial role in engaging employees and retaining top talent. One of the most effective ways to do this is by leading by example. As a leader, your actions speak louder than words. If you want your employees to be engaged and committed to their work, you need to model that behavior yourself. Be a positive role model by exhibiting the behaviors and values that you expect from your employees. 

This includes showing up on time, being respectful and supportive, taking ownership of your mistakes, and being accountable for your actions. When you lead by example, you build trust with your employees and create a culture where everyone is motivated to work hard and contribute to the success of the company.

Understand the Individuals

It is important to understand that employees are not a homogenous group. They are individuals with unique personalities, strengths, and weaknesses. As a leader, it is important to take the time to understand each employee on a personal level. This means recognizing that employees have different work styles, communication preferences, and career aspirations. By taking the time to understand the individual, you can tailor your leadership approach to meet their needs and help them reach their full potential.

Encourage open communication and regular feedback sessions to understand your employees’ individual needs and concerns. This will allow you to tailor your leadership approach to meet their specific needs. For example, some employees may prefer more autonomy, while others may need more guidance and direction. By understanding each employee’s unique needs, you can create a work environment that fosters engagement and satisfaction.

Learn More About Culture Works

At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance to humanize, customize, and simplify. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. Read on to learn more about what we do. Then, read on to learn why hiring the right people can lead your business to success in a recession.