Building Recruitment and Retention Through Culture and Collaboration

Values, mission, empathy and transparency among top factors of corporate world.

Culture is critical at all levels of operations. But now more than ever before, connected teams are the foundation of any organization and the building blocks of company success. To build a strong and collaborative workplace culture, leaders must take responsibility to foster that culture. 

Panelists of the Apartmentalize 2023 session “Building Recruitment and Retention Through Culture and Collaboration” discussed how to develop a culture that can surmount the “Great Resignation,” attract top talent and create a “sticky” company – a place where associates don’t want to leave. 

Times have changed, and people are now making decisions about their careers based on where they want to be – not because they have to stay. Companies must distinguish themselves based upon culture and create recruitment strategies to attract those who will fit—notably using positive company attributes to recruit and sell the organization and utilizing job ads that make the company stand out. 

“If your company is the right fit for everybody, it’s the right fit for nobody,” said Dan Berger, CEO at Berger Communities. “If you don’t spend time focusing on shaping the first interaction with potential associates, it’s a 50-50 shot you’re going to get it right. That first impression is going to shape the view of your company forever, so you really have to make sure that first interaction is not only intentional, but positive.” 

Corporate culture is defined by a company’s values, mission, attitude and atmosphere. To build a sustainable and collaborative culture, the first step is being intentional about it, from the first impression gleaned by prospective employees through the experiences had by long-term associates. 

“You should be four layers removed in hiring,” said Jeremy Milton, Vice President of Operations at RPM Living.“If you’re intentional about who you want in a specific role, four people within the organization should be part of that hire. We want them to be successful just as much as we want to be successful.” 

Some of the best company characteristics that can attract and retain top talent are empathy, transparency, authenticity and attitude. It’s also about treating people with respect because how they view their experience at your company is a defining moment in their careers. 

“A great culture leads to a great employee experience, which drives high employee retention rates and resident retention,” said Brad Schwartz, President at MSB Resources, LLC. “A key piece of a great culture is empowering people as part of your organization. We’re a team, so we want to empower people to make decisions, even if it leads to mistakes. If people aren’t making mistakes, you’re not doing the right thing.” 

Culture and collaborative environments distinguish companies from others and create that “sticky” atmosphere that associates don’t want to leave. A large part of creating that stickiness is recruiting people who will thrive in your culture, attracting diverse and different talent, giving employees a voice and setting a clear career path. 

Career pathing – the process by which a leader works with an employee to lay out their potential trajectory through the organization – is a vital component of retention. Since modern employees are making decisions based on where they want to be, it’s essential to clearly define the goals, skills and experience an employee must achieve to get to the next level. 

Performance management is ultimately a retention tool used to make performance stronger and provide a path to success. After all, success isn’t necessarily about making money for today’s associates – it’s about being fulfilled. 

Morgan Dzak is an Account Manager for LinnellTaylor Marketing.