"New hires start out bursting with energy and high expectations, but lose their motivation or quit after only a short period of time." - If this statement sounds painfully familiar, you should probably take a closer look at your own corporate culture. After all, a modern corporate culture is an essential lever for increasing employer attractiveness.
"New hires start out bursting with energy and high expectations, but lose their motivation or quit after only a short period of time." - If this statement sounds painfully familiar, you should probably take a closer look at your own corporate culture. After all, a modern corporate culture is an essential lever for increasing employer attractiveness.
It is no secret that today we are in a so-called employee market. Good and capable employees are often fiercely contested. It is, therefore, all the more frustrating when highly qualified new recruits lose motivation after only a short time and sometimes even quit within the probationary period. More than ever, it is important to be convincing as an employer – in the recruiting process, in the onboarding phase, and beyond. A key lever for greater employer attractiveness is contemporary corporate culture.
Frédéric SedlákSenior Consultant | HR ManagementWe are always at your service+49 4102 69 93 22
Ask for free informationf.sedlak@spconsulting.de
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Corporate culture has a decisive influence on the overall coordination of behavior in an organization. This affects decisions, motivation, and cohesion within the workforce and its performance just as much as the success of innovations, strategic initiatives, or change processes. However, there is no such thing as a good or bad culture, because what matters is the fit with the strategic goals. If this is no longer the case or if the culture is perceived as inhibiting, then cultural development makes sense.
A modern corporate culture that matches the strategic goals not only promotes the achievement of these very goals but also improves the adaptability of the organization. It provides orientation and links implicitly existing basic assumptions and expectations with what is actually lived on a day-to-day basis.
Modern corporate culture has long since ceased to be a nice-to-have factor. It is a relevant competitive and success factor when it comes to smooth cooperation within the company in line with the strategy and finding and retaining the right skilled employees.
If a large number of new hires lose motivation after only a short time, it usually makes sense to look more inward and, in addition to examining the recruitment and onboarding processes, to take a close look at the corporate culture instead of simply increasing the budget for HR marketing.
After all, just presenting a good image to the outside world is only half the battle when it comes to employer attractiveness. Authenticity is much more important: The best employer image is of no use if the actual corporate culture is different. What is promised externally must also be experienced internally. If the reality of internal interaction does not match the employer image conveyed externally, this will be noticed not only by the long-established employees, who may also share their observations with the outside world via a wide variety of channels. New team members will also quickly notice the discrepancy between the external image and the actual corporate culture. This leads to disappointment and loss of motivation, and the attractiveness of the company as an employer is diminished.
In order to build up an authentic employer branding and to find and retain the right personnel, the first step requires knowledge of the currently lived culture. The next step is to develop an attractive corporate culture that matches the strategic goals of the organization.
You can read more about this in our white paper on the success factors for targeted culture development. Feel free to contact us directly!
In this white paper, after a brief thematic classification, we summarize eleven key success factors for effective and targeted cultural development in the company and list central points of orientation for the change process.
In six short and easy-to-understand chapters, the following questions are answered:
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- Why is corporate culture so important?
- What is corporate culture?
- When does culture development make sense?
- How can corporate culture be measured?
- How is a corporate culture developed?
- Modern corporate culture: What are success factors for targeted culture development?
White paper with success factors and orientation points for successful culture development
Would you prefer to speak with us directly? Please feel free to make an online appointment with our consultants.
Let's talk
Talk with us about the essential success factors for modern corporate cultures and important orientation points in the process of culture development.
In a constructive discussion, we identify your development needs and show you how you can validly measure the culture in your company. Following the discussion, we develop a concrete intervention design for your organization to anchor a corporate culture that is aligned with your strategy.
Julia Kobert
Consultant for Corporate Communications
Frédéric SedlákSenior Consultant | HR ManagementWe are always at your service+49 4102 69 93 22
Ask for free informationf.sedlak@spconsulting.de
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Frédéric Sedlák
Senior Consultant and Authorized Officer
Frédéric SedlákSenior Consultant and Authorized OfficerWe are always at your service+49 4102 69 93 22
Ask for free informationf.sedlak@sedlak-partner.de
Follow us: