I've written that one of the qualities of our Top Small Workplaces is a desire to hire for "fit" and "attitude" and train for skills. But how do companies actually do this when it gets down to the nitty-gritty?
Some examples emerged in our webinar today with the CEO of one of last year's Top Small Workplaces Finalists, Robert Pasin of Radio Flyer. In explaining how the 92-year-old, Chicago-based toy manufacturer embarked on a quest to modernize its physical work environment and profit from a change in focus, he talked about the need to "deselect" employees who were not the best fit for the company's culture.
On the other side, Pasin also said Radio Flyer had to get used to waiting to fill open positions, sometimes for more than a year, until the right person came along who would be a motivational and innovative force for the organization.
The CEO also spent some time explaining how they use 360-degree feedback surveys in several capacities for firm-wide improvement. He said that at Radio Flyer these surveys have actually prompted employees to deselect themselves from the business. At the other extreme, they have helped reveal employees who are ready and eager for more skills challenges and growth opportunities.
One other piece – but by no means the last or least important one – that helps here is Radio Flyer's set of core values:
- INTEGRITY in all we do.
- ACCOUNTABILITY to ourselves and others.
- Passion for EXCELLENCE.
- "Can Do" ATTITUDE.
- Fast, friendly and effective SERVICE.
- Having FUN, spreading smiles.
How do these values compare to the ones your organization promotes as essential to good team building and employee engagement?
Photo credit: Radio Flyer
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