Amplify People’s Post

Culture Matters kicked off the weekend with a conversation relevant to every organization: onboarding for culture! We talked about onboarding employees, customers, and suppliers for culture: Why it is important, what happens when onboarding is lame, benefits to each group when it is good, and how to onboard for culture. Here is one important nugget from today's conversation worth consideration by everyone: 💥What can you do to understand others and help them understand your company? Ideally, such mutual understanding begins before the start date. When people focus on genuinely understanding each other, they are more open and honest, which speeds up collaboration, teamwork, and service. Onboarding should be a two-way street, not one way forcing people to be the same. That's outdated. That's no way to encourage creative thinking for new product or solutions that are needed to compete and serve today. When a marketing firm I worked with wanted to become the employer of choice, they sent me out to visit some of the top companies who were known for having stellar onboarding. We elevated our onboarding practice so it was more thoughtful and thorough than the competitors', and people noticed. The big difference? It was about genuinely connecting with people. It went beyond HR-related paperwork and SOPs. A few specific ideas talked about today included: ◼️Keep in touch between the acceptance and start dates. ◼️Create a cohort of new people each month (or whatever timing makes sense). ◼️Introduce people to each other instead of leave meeting to chance. There were so many more useful ideas discussed! Anyone else want to share? Feel free! ⚫ If you want to be part of these dynamic, valuable conversations, the link to find out more is in the comments. All are welcome because culture matters to everyone, and everyone matters to culture! Thank you to all the #CultureMatters community members! Thanks to all who joined today, including those who had to exit prior to the photo. Thank you to the The Leadership Collaborative of Kansas City for sponsoring Culture Matters! Take care of yourself and each other, Kelly #companyculture #peoplematter #purposedriven #nodinosaurs #culture

Another insightful conversation at the monthly #CultureMatters discussion. Check out Kelly Byrnes's summary of some of our key takeaways. #culture #communication #onboarding #wellbeing

💭 How do you connect with the most connected generation in the workplace? ⏬ ⏬ Gen Z, shaped by rapid technological change, global awareness, and resilience built through uncertainty, brings fresh perspectives and expectations. So, what matters most to Gen Z? ✔️ Advanced technology for seamless collaboration ✔️ Personal connections through mentorship and team-building ✔️ Continuous learning and development opportunities Read the full blog for strategies to effectively onboard and engage Gen Z employees: https://bit.ly/41uMFpH #GreatPlaceToWork #GPTWBlog

Hiring for culture fit matters more than ever. It’s not enough to just have the right skills and experience. Team members who align with your company's values and culture can truly transform your business. Check out this week's episode of VPTV where we cover: ✅ The benefits of cultural alignment—improved team cohesion, higher engagement, and better performance. ✅ How hiring for culture fit is equally important for outsourced providers, like virtual assistants. ✅ Practical tips to ensure you're building a team that’s culturally aligned, from the hiring process to onboarding. 📺 Watch the full episode to learn how to create a stronger, more cohesive team that drives your business forward. And if you're looking for a VA who aligns with your values, let’s chat!

Getting talented people through the door is only half the job. Keeping them long enough to build real momentum is a challenge. After plenty of trial and error, I’ve picked up some hard-won lessons on building a team that lasts. It starts with hiring for attitude and continues with an onboarding process that empowers new team members without overwhelming them. If you’re serious about creating a workplace people want to join and stay with, these lessons might just change the game. Let’s dig into what works (and what doesn’t).

How do you onboard your team? 🤔 🚀 Starting a new job can be overwhelming, and it's easy to assume that new hires already know your: * Company objectives * Mission * Values * Goals * Systems But without proper guidance, things can fall through the cracks. 🧩 A well-structured onboarding process sets the tone for your team's success from day one. Here are 3 essentials that I include in my onboarding process 👇 1. Send a welcome email 
📝 Be professional and clear. 
Provide the right information and set the tone for the company culture. This is their ✨first impression✨ of your company so make sure it reflects the quality, tone, and value you want to project. 2. Create face-to-face engagement 
👥 Whether it's meeting with HR or leadership, your new hire should hear and see your company culture firsthand. Discuss your objectives, goals, and the vision that drives the business. 3. Assign a shadow 
👤 Have someone within the company guide them for the first week. This gives new hires an inside look at day-to-day operations and helps them understand the less obvious elements that contribute to your company’s success. Onboarding is more than just paperwork—it’s about integrating new team members into the core of your company to drive future success 🚀 — #OakvilleOntario #BusinessMindset #PersonalGrowth #LocalEntrepreneurs #OakvilleEntrepreneurs

Hey, Harrison businesses! Want to build a team that works well together? It’s all about culture fit! Skills matter, but if someone doesn’t mesh with your team, it can cause more harm than good. A good culture fit leads to better collaboration, stronger engagement, and higher retention. I break it down in 60 seconds—check it out and see why culture fit should be your top priority when hiring!

🎉 New Year, New Teammates: Let’s Do Onboarding Right! This time of year, many teams are welcoming new members—but let’s be honest: too often, new hires are left to figure things out on their own. 😕 But onboarding doesn’t have to feel like a solo mission! 🚀 Imagine starting a new role and walking into a room (virtual or in-person) where the energy is high, the team is excited to meet you, and the plan for success is clear. That’s the magic of an Onboarding Workshop with Nice to biz you! ✨ Why it matters: Helps new hires hit the ground running by clarifying roles and expectations. Builds connections that turn colleagues into collaborators. Creates a shared sense of purpose and excitement about what lies ahead. 🛠️ In just 1 hour, you can transform the onboarding experience with: Engaging icebreakers that spark connections. Clear team introductions and role mapping to set the stage. Collaborative activities that make your new hire feel seen, heard, and supported. Because onboarding isn’t just about paperwork. 💛 Let’s turn those first-day jitters into a strong foundation for long-term success. Who’s ready to level up their onboarding game? #Onboarding #TeamBuilding #Leadership #Facilitation #Workshops

A lot has been written about hiring for culture fit. What about culture add? Culture Fit vs. Culture Add: Which Drives Success? 🏆 Studies show that hiring for culture fit can increase retention by up to 30% and improve overall team cohesion. Yet, teams that embrace culture add—bringing in fresh perspectives—see a 19% boost in innovation and problem-solving. So, which is better? Both have their place, but culture add is where growth happens. While culture fit ensures alignment, hiring for culture add challenges the status quo and propels your organization forward, without chaos. Make sure your core values are crystal clear. But don’t stop there—seek candidates whose experiences and thinking enhances them, without being counter culture. 🚀 Embrace the future! #CultureAdd #InnovateToGrow #SmartHiring

I had a major realization seeing FERMÀT's 40+ employees in one room at our recent off-site. It left me with a lingering question that many founders fear deeply: Are we setting our employees up for success? Two major takeaways emerged from this realization: 1) We need to communicate our company's journey more efficiently in-house. This means sharing where we’ve been, where we are, and where we're going so everyone can feel connected to our mission. 2) I need to be more intentional about ensuring everyone’s success. When we were smaller, this happened naturally through day-to-day interactions, but now it requires more deliberate effort. How am I addressing this? ➝ I've started asking more questions about our training process.  ➝ I've been peeping through more Slack channels to see how employees are interacting with customers. ➝ I'm more involved in monitoring new employee integration. I'm not trying to be a micromanager— I just want to enable our A+ talent to execute at an A+ level. How do you set your employees up for success as you scale?