Luxrco commented on the following stories on BizSugar
Employees Build Your Brand: Oakhurst Dairy Case Study
"This is a great post, and a good conversation to have here. Often people believe that customer experience is limited to either the product itself, or to the brand assets that are pushed out to the public. In truth, every interaction that a potential customer has with you will affect how they view your brand. Zappos built their whole company on the idea that great customer service would build a great brand and it worked. If the people who work for you are positive and friendly it can have a huge affect on how your brand is perceived. Naturally, the converse is true as well. When I encounter people who seem like they hate their job, I have no interest in doing business with them."« previous1 next »
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“Rachel: Great to hear! Thanks for your kind words! :)
All the Best,
Martin...”
“Thank you, Martin. That's a fantastic motto... and I couldn't agree more!...”
“Lisa: Good to hear! Thanks for your response....”
“For sure, I know I did years ago when I was working for others....”
“Lisa: I wonder if they potential employee is doing a background check on...”
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Onboarding New Employees for Startups: The Culture
"Hi Heather. Great questions. Regarding question 1, we always aim for a good personality/culture fit. We find that it is absolutely the most important indicator of success in the company. And when we talk about culture fit, we don't mean "do they like the same music/video games that we do" or "will they go out drinking with us." We're looking at how they interact with other people. So some of the things that I talk about in this post are addressed in the interview process (like personal goals, and patterns of work), but on a much higher level. Once we get them in the door, the briefing they get is more tactical: How will we work together day-to-day. I think you could easily incorporate a lot of this into the interview process as part of the conversation. I don't believe for a minute that the interview should be limited to "qualifications." Most things that people think of as qualifications can be learned. Emotional sophistication tends to be one of those things you either have or don't have. If you work with me though, I want you to have it. These two answers actually go together: For question 2, the most difficult part is the "Patterns of Work." In terms of onboarding, this is easy. We talk about our values and how we work together, but in terms of hiring, it comes back to finding that good culture fit. We look for mature, rational, empathetic people who don't let their egos get in the way. It's hard to evaluate this until you've worked with someone for a couple of weeks. It's easy to sit down and say "this is how we treat each other here" but once people's emotions come out that's when you see who they really are. And it's not always who you thought you were hiring. I hope this helps. I'm happy to continue the conversation."