The document outlines best practices for creating an effective workplace culture, emphasizing the importance of hiring slowly, firing quickly, and fostering a supportive environment. Key strategies include over-communication, identifying employee motivators, and conducting stay interviews to enhance engagement and retention. The significance of workplace culture is underscored by its direct impact on business performance and employee morale.

1. Best Practices for
Building an Effective
Workplace Culture

2. 2
Tom Gimbel
Founder & CEO, LaSalle Network

3. LaSalle’s Stats
• Average staff tenure: 4+ years
• Voluntary turnover: Less than 5%
• Percent of management team promoted from within: 90%
• Percent of staff engaged: 97%
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4. 4
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Recording
A recorded version of the webinar will be
available after the event is over

5. Agenda
• Why build an effective workplace culture?
• How to build an effective culture:
• Hire slow, fire fast
• Show you care
• Implement 3E management system
• Over-communicate
• Identify motivators
• Conduct stay interviews
• Results of an effective workplace culture
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6. Why focus on culture?
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0
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2.0%
’01 ’02 ’03 ‘04 ‘05 ‘06 ‘07 ‘08 ‘09 ‘10 ‘11 ‘12 ’13 ‘14 ‘15
Bureau of Labor Statistics
National Quit Rate

7. So how do you retain your
talent and attract top talent?
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Culture.

8. Hire Slowly
• Have each candidate interview with at least 3
employees at different levels
• Assign potential candidates projects…then ask for
their thought process
• Hire for soft skills, not just hard skills or
experience
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9. Fire Fast
• Bad hires cost the company money
• Bring down overall morale of team and coworkers
• Impact on culture
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10. Show You Care
Compassion Collaboration Competition 10
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11. 3e Management System™
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Educate
EmpowerEmpathize

12. Educate
Internal
• Corporate grandparenting
• Staff council
• On-the-spot coaching
• Training from leadership
External
• Industry associations
• Management associations
• Webinars
• Conferences
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Educate
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13. Empower
• Involve talent in the company’s
future
• Grant employees independence
to take on team projects or to
start their own initiatives
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Empower
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14. Empathize
• Employees have lives outside
the office doors
• Build relationships
• Encourage employee
friendships
• Put yourself in your clients’
and co-workers’ shoes every
day
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Empathize

15. Over-communicate
• Open-door policy
• Mentorship program
• Company-wide
weekly meetings
• Get to know staff on
a personal level
• Promote internal
communication
• Give regular
feedback
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16. POLL
What do you think is the biggest motivator for your employees?
a) Compensation
b) Work life balance
c) Professional development
d) Recognition
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17. Identify motivators
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• Personal development
• Acknowledgement and respect
• Camaraderie and fun
• Increased responsibility and challenge
• Flexibility and time off
• Compensation
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18. Stay Interviews
• Identify motivators
• Retain high potential employees
• Engage staff
• Pinpoint pain points
• Find warning signs
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Does focusing on culture really
drive business results?
Undoubtedly, yes.

20. State of the Workforce
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21. Cost
• Actively disengaged workers cost the U.S. between
$450B and $550B each year
• Companies that engage their workforce have seen up
to a 147% higher earnings per share compared to
competitors
• A culture of engagement can lead to up to 18%
higher revenue per employee
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22. Takeaways
• Hire slowly, and fire fast
• Engage your back office so they feel integral to
success
• Empower, Educate, Empathize
• Over-communicate
• Identify motivators
• Conduct stay interviews
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23. Questions?
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@LaSalleNetwork @TomGimbel
Thanks for joining!
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