Whether you are a company, corporation or small business – people are your number one value proposition.
Small Business provide services for people or products for people, people are your custom and people make up your staff.
The bottom line in small business is often thought to be the amount of money left after you pay all expenses, but money is not the reason for business. Money is a dynamic of a business because money doesn’t flow in and out of business independently but through an economic agent – that agent is a human being. So, this may be a brutal truth, but people can exist without your business – however, your business cannot exist without people. Therefore, it makes good business sense that much time and substantial strategic and operational efforts go into ensuring your business is person-centred.
The first step to attracting the right people to your business is to examine your own attitude towards other human beings, are you people friendly?
If not, this does not signify automatic doom, it merely signifies that gaining that expertise through advice or/and through recruiting that people understanding talent into your workplace culture.
A healthy work culture doesn’t just happen, it is created and can be measured through a shared feeling of well-being. It is much the same as good health, a healthy relationship and/or environment – it is not just about the absence of illness, it’s about how the organisation feels about its people and how people feel about the organisation.
In other words:- well-being is about sharing a sense of purpose and belonging; demonstrating honesty and accountability; having the ability to have open and meaningful communication (not just exchange of monologues) and having free information flows.
Whether the source is Forbes, The Economist, Harvard Business, or the platitude of human resource management online advice available – having and maintaining a healthy workplace culture will not only attract the right talent but ensure that your talent stays.
Businesses that have healthy workplaces prioritise and action:
- Internal and external systems (regulate standards)
- Encourage fairness and safety
- They know and act on factors that affect their people will affect their organisation (people/organisations well-being are interrelated)
- Focus on process (not about individual mistakes but about let’s make this better)
- Focus on healthy self-esteems & happy relationships – again healthy self-esteems are not measured through what is absent, for example the absence of bullying.
- Sufficient rest
- Enough resources and money
- Learning environment
- Great networks and support mechanisms
A healthy workplace culture is respectful, communication is genuine (not just monologue exchanges) and management leads that communication by example. Values, beliefs, underlying assumptions, interests and actions of the business must align because they will create the habits of how people who work or conduct exchange there will behave.
Workplace culture extends beyond space, you want people to be share similar goals but be different and diverse in order to build a richer organisational depth and perspective. The diversity of your peoples’ skills, abilities, experience and behaviours that will drive your performance and broaden your industry footprint.
Consider rebel talent. That is people who have different perspective; seek out the new; ask why; embrace authenticity and diversification. Rebel talent are engaged in what goes on around them but footnote – too much rebel talent, can be, too much rebel talent.
You want people to make work part of their life, not just part of what they do to sustain a living. You don’t want someone who is taking up a position in your business – because a position is a place someone has been put. You want someone who wants to have a role in your small business because a role is where a person plays an active part in their situation. Recognising those people is relatively easy. They will be the ones that value fair play, fair pay, seek flexible work options, ownership of their position, will contribute to culture, time to disconnect to recharge. They will seek challenges – such as variety, organisational transparency, they want meaning and to be engaged in meaningful dialogue.
If you want to attract people that care about your business, you must care about the people you are doing business with – whether those people are your customers or the ones standing right next to you.
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