Corporate CPR Episode 49: How to build a bought-in culture within your workforce.

On today's show, we discuss how to build a bought-in culture within your workforce.Brandon Seigel is a published author, internationally recognized consultant, and serial entrepreneur. Seigel is the CEO of Fly High Business Builders, President of Wellness Works Management Partners, and COO of Every Child Achieves. Seigel brings nearly twenty years of executive leadership experience empowering workforces of all sizes in reaching new levels of engagement, empowerment, and success. Throughout his storied career, Seigel has empowered entrepreneurs throughout the United States to streamline operations, build winning teams, implement effective business models, and ultimately transform new ventures for optimum success. Seigel’s passion is working with purpose-driven enterprises in the health, wellness, and education sectors in which he has been featured by CBS, MSNBC, Wallstreet Journal, CEO Biz, and more. Key Takeaways:How important is it to focus on your workplace culture? The pandemic has brought about applicants that are looking for a transformational role, rather than a transactional role. Organizational strategies should focus on helping employees:Feel connectedFeel driven by purposeFeel progressWhen employees feel like they are bought-in, they feel like an investor in the organization's purposes.Starting with recruiting, how can we get the right people on board?Understand the needs, wants, and desires of your candidates. Make the application questions meaningful. Compensation needs to be more than money. Offer other options depending on the motivations of your employee base.Once we find the right person, what can we do to keep them? Onboarding in the first six months is  important. First week, have them spend half the time functioning alone, and half the time, watch them for their responses to situations and challenges. Every week of the first month, someone should eat lunch with them. At 90 days, they need to evaluate themselves and the company. Set up an 18 month plan, naming objectives. Ongoing short "stay interviews". Retention bonuses. Profit-sharing model through 401k.  What are some of the outcomes of creating a bought-in culture? Long-term employees say that what keeps them at their company is work culture - who they are connected to and the DNA of the group. No one wants workplace drama. Creating that DNA will:Create retentionSave money in loss-leader timeOptimize your outputParting thoughts:Stop focusing on what isn't, but focus on what can be. Bring opportunity to every problem. Get to the mindset of causation from our actions, whether it be in recruiting, retention, etc.Build mindset in your workplace culture. What is their intention, and how do they bring their personality to the work day?Create a road map. They need to see what they are a part of, find meaning in it, and see how they are progressing.Company websites:www.wellnessworksmp.comwww.flyhighbusinessbuilders.comhttps://ecatherapy.com/ www.brandonseigel.comBrandon's book - The Private Practice Survival GuideLinkedIn: https://www.linkedin.com/in/brandonseigel/Facebook: https://www.fa