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Culture has always been the intangible string that determines whether or not employees will flourish within a company. The impact of culture becomes much more pronounced as businesses begin to grow and scale. But how can companies foster a positive culture, and how do they tell prospective employees that they have what they’re looking for in an employer?

There’s no rulebook on how to do these things, but there are ways that will help put companies on the right track.

Go Beyond The Scope

A great way to disengage employees from the company is to only value them for their output. Pragmatic businesses often fall into the trap of not caring about their employees as people and judge their worth from their quarterly stats.

It’s easy for employees in such environments to feel dispensable and therefore less secure about their financial stability. While business owners can, and are encouraged to, focus on results, bluntly putting only that as the priority won’t inspire any kind of loyalty.

Go beyond the scope of work and foster support systems that cover other aspects of employee life. Taking interest in an employee’s development outside their job description can do wonders for their confidence and engagement with the company.

Encourage Locality

Multinational companies often have the problem of staffing their remote locations for a variety of reasons. Some may find it difficult to do, but the best thing to do in such situations is to hire employees from those same localities.

We recently worked with a company that had similar staffing problems and they recounted their experience in this Clutch review:

Several top rated companies gain more support when they do this because finding work near your own location is uncommon. Employees who find themselves in such a positive situation will work harder to preserve it.

Provide Career Roadmaps

Most employees don’t see themselves doing the same thing for the rest of their lives. The job they’re applying for is just a starting point for something better, and companies aren’t as aware of this as they should be.

Provide employees with a general career roadmap upon recruitment and that will accomplish two things. First, it will provide them a clear throughline goal to work towards for the durations of their stay. Second, it shows that the company is well-organized and a good investment to gain experience from.

Companies don;t have to strictly adhere to such roadmaps though, the important thing is that they value career development for their employees.

These techniques can mean the difference between retaining top talent and constantly looking to replace them. Would you like to find out more? Get in touch with our team! We speak different languages and we are always available to provide you with all the answers!

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There are 35 Italians in the annual Forbes classification of the richest people in the world.
The first Italian on this list is Giovanni Ferrero, son of Michele Ferrero, whom everyone knows as the father of Nutella—a brilliant entrepreneur who exported confectionery products made in Italy all over the world.

According to Wikipedia, Ferrero group today has over 35,000 employees and €10.3 billion of revenue (fiscal year 2016)—big numbers, a strong brand, and many happy customers all over the world.

Over 40 years ago, Michele Ferrero wrote guidelines for his senior executives to effectively manage their employees.
According to the Italian newspaper Gazzetta d’Alba, Ferrero’s remark to his management team was, “When you are talking to someone else, keep in mind that he is also important.”

There were 17 points focused on engagement, respect, active listening, and clear communication

1. When interacting with them, put your employees at ease:

• • Dedicate to them the time that they need.
  • Care about actively listening to what they have to say.
  • Never make them feel “small” compared to you.
  • The most comfortable chair in your office should be for them.

2. Make clear decisions and engage your employees in the process. They will believe in the choices they have made.

3. Involve employees in any changes, and discuss the changes with stakeholders before they are implemented.

4. Communicate positive feedback to the workers. When it comes to negative feedback, communicate them only when necessary. It should not be a criticism, but should indicate what can be done even better to avoid future mistakes.

5. Act on time. Too soon is better than too late.

6. Look at the problem, finding out the causes rather than the behavior.

7. Consider the problems in a holistic way. Don’t get lost in the details; leave your employees a certain margin of tolerance.

8. Always be human.

9. Don’t ask for impossible things.

10. Admit your mistakes calmly. It will help you not to repeat them.

11. Take care of what your employees think about you.

12. Don’t pretend to be everything to your employees, in which case you’ll end up being nothing.

13. Beware of those who flatter you; in the long run, they are more counterproductive than those who contradict you.

14. Give always to people what they deserve, and remember that it is often not a question of how much, but of how and when.

15. Never make decisions under the influence of anger, concern, or disappointment, but leave them for when your judgment may be more serene.

16. Remember that a good boss can make a giant feel like a normal man, but a bad boss can turn a giant into a dwarf.

17. If you do not believe in these principles, renounce being leaders.

I believe that Ferrero’s input is really actionable for every manager of people. Moreover, it seems that one of the reasons behind Ferrero’s great success was the way he drove his team. He was a people-first leader, not just an entrepreneur.

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