This webinar takes a look at why culture is so important to attracting and retaining great talent. We also look at how to create attractive cultures and what you can do today to get started.

1. CREATING A WINNING COMPANY CULTURE
Welcome

2. BEFORE WE GET STARTED
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Type questions into Chat box
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Q&A will be at the end of the
presentation

3. RUSTY LINDQUIST
VP of HCM Strategy, IP and Product Marketing
at BambooHR
JA N EL LA O
Senior HR Manager at Jobvite

4. Economic Landscape

5. HR today sits smack-dab in the middle of
the most compelling competitive battleground
in business, where companies deploy and fight
over that most valuable of resources—workforce
talent.
Matthew D. Breitfelder
HBR: “Why did we ever go into HR”

6. “This is a war for talent”
Steven Hankin
McKinsey & Company
Unemployed
4.7%
May, 2016
EMPLOYED!
95.3%
Talent Deficit

7. 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
v
90-
200%
91% of Millennials expect to stay with
your company fewer than three years.
– Future Workplace
v
91%
Average tenure for Millennials is 2 years
(5 years for Gen X and Gen Y)
– Payscale
v
43%
v
2yrs
Shrinking Tenure

8. Increased Competition

9. HUMAN CAPITAL
is quickly becoming the
only sustainable source
of competitive advantage.
@rustylindquist

10. –Bersin by Deloitte

11. – Ram Charan
Best-selling Author & Business Advisor

12. Evolution of HR
Business
Value
H
L
Strategic
Micro Small Mid Large
Operational
HR viewed as a cost center
Transactional HR
High-Impact HR
HR as a strategic investment
©
Rusty Lindquist | © BambooHR

14. 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

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

16. What “is” culture?

17. The story we tell ourselves, and each
other, about where we work.

18. Own the conversation

19. Every day you wake up and choose
who you’re going to be that day.
The person you choose most often,
becomes your legacy.
@rustylindquist

20. 1
Ingredients of Culture
v
HOW
OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)
WHY
Values
Mission
Beliefs
Culture
HR ActivitiesEmployee Perception Candidate Perception
WHAT

21. CULTURE AND RECRUITING

22. Advertise the job and
company in the right
space to target the
candidate profile you are
seeking

23. Assess for culture fit,
then the job

24. Over a third of job seekers
with a college education
value company culture

25. Use social media to
research the company
culture of organizations
they are interested in
59%

26. Of job seekers say that
employee referrals
helped them find their
most fulfilling job
1/4

27. Of job seekers say
interviews make the
biggest impact in your
impression of a job
47%

28. • 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

29. CULTURE AND ENGAGEMENT /
PERFORMANCE

30. Beliefs Not Behaviors
Beliefs
Results Behaviors

31. We tend to move toward
our most dominant
thought process
Maxwell Malts
Psycho Cybernetics

32. @rustylindquist
If you create a great place to work,
great work will take place.

33. “The Relationship between corporate
culture and performance”
- Wall Street Journal
We found that
culture causes performance,
not vice versa

34. “How Company Culture Shapes Motivation”
Harvard Business Review
Why we work, determines
how well we work

35. Corporate Culture and Performance
John Kotter
Strong corporate cultures
are associated with
strong financial results

36. The Law of Inertia
We tend to be carried forward in
life by the inertia of our past.
@rustylindquist

37. CULTURE AND RETENTION

38. WHY EMPLOYEES STAY

39. Of employees stay
because they enjoy
the work they do
67% 56%
Of employees stay
because they feel
connected to the
organization

40. Of employees stay
because of their
coworkers
51% 40%
Of employees stay
because of their
manager

41. WHY EMPLOYEES LEAVE

42. Of employees leave
because they don’t like
their bosses
31%

43. CULTURE AND COMP

44. Compensation:
The story of
how much you are valued

45. Compensation
Keystone of Culture

46. Comp is an
exchange of value,
not money

47. Value Exchange
Experience in industry
Experience in market vertical
Experience in adjacent markets
Experience in field of discipline
Experience in adjacent disciplines
Experience with competitors
Product knowledge
Competitor knowledge
Time and experience in company
Education
Discipline training and certification
Supply and demand
Employer Value DriversEmployee Value Drivers
Base pay
Performance Pay
Paid time off
Benefits
Travel
Culture and environment
Work flexibility
Work/Life balance
Meaningful work
Who you work with
Challenging work
Opportunity to impact
Job security
Shared purpose / mission
Career advancement opportunities
Autonomy
Senior leadership

48. CULTURE AND EMPLOYMENT BRAND

49. Of job seekers
consider an employer’s
brand before even
applying for a job
75%

50. Taking pride in the
company brand is critical
for employee
engagement

51. Of job seekers use
companies’ career
websites as their most
important source of
information online.
74%

52. People need to believe
and feel confident in your
product and brand

53. TIPS FOR BUILDING AND
PROTECTING CULTURE

54. Take risks and be
vulnerable. Allow yourself
to be innovative

55. Cultural Undercurrents

56. People are infectious,
so when hiring, ask yourself
how will they infect your
organization, for good or bad.
@rustylindquist

57. Signal to Noise Ratio

58. HR needs to be less optimized around
processes, policies, and procedures,
and more around people, productivity,
and performance.
@rustylindquist

59. Respect your employees’
personal lives

60. Stories are the mortar by which
reality is built, and life’s true
architects are those who tell the
strongest stories.
@rustylindquist

61. Educate all employees on
how they contribute to the
success of the company

62. @rustylindquist
HR needs to build storytelling as a
core competency if it ever wants to
truly increase its influence

63. TIPS FOR MEASURING CULTURE

64. • Employee survey
• What do others say?
• Glassdoor reviews
• Length of retention
• Feedback from exit
interviews

65. HUMAN CAPITAL
is quickly becoming the
only sustainable source
of competitive advantage.
@rustylindquist

66. Q&A