3 minute read

Culture Creation

By Matthew Mohr

The lack of available employees to fill open job positions is currently a national topic. Unfortunately for employers, most are having a difficult time finding workers to fill their staffing needs. Despite the challenge of finding employees, we highlight this month 40 individuals under the age of 40 who are top-flight producers. How do employers find and keep exceptional talent?

Every business owner wants the very best employees and constantly works to find a way to be highly successful with each employee. Despite both employer and employee desiring long-term success, a recent study found 42% of new hires leave their employer within 18 months. This statistic demonstrates the transient nature of our current workforce. Although staying with one employer for many years is still the best way to achieve success, actions do not support this fact. Before the COVID19 pandemic, our unemployment rate was slightly above 3%; now it’s around 5%. Despite the higher unemployment rate, we have more job openings in the country than people seeking employment.

Individuals born in the depression (1930s), called “depression babies,” experienced a life of uncertainty and often feared not having enough food to feed their family. This fear lead to a strong desire to work hard and achieve financial security. The baby-boom generation sought security in family and material wealth. Material possessions and working to acquire them became a reason for family discord, so naturally work was to blame in many people’s minds. Rather than the quest for a better life filled with possessions, attitudes have shifted to other things.

The current environment seems to have people concentrating on what is being called a work-life balance, or, in other words, how much time one works compared to how much time one is not working; doing more favored things like being with family, relaxing, or pursuing hobbies. Prior generations focused on how a good career could enhance their family life, and especially their family’s relative economic position. As evidenced by a record number of workers leaving employment in 2021 (more than 4 million in August), family life and “quality time” are more important today than having a good job or achieving social-economic status.

Super successful enterprises must address these conflicting opinions and objectives. What we now call the work-life balance is something different for each individual and is different for each generation.

One of the most successful businesses in our region is Bell Bank. Bell began as a small state-chartered bank in north Fargo and has grown to become a $10 billion banking powerhouse. Along the way, Bell has added many employees and instilled a hard-working attitude, along with creating an atmosphere of employee commitment, which is hard to beat in any business anywhere. From hiring young, just out of (or currently in) school to individuals who have “retired” from a career elsewhere, the bank is remarkable and highly successful.

Recently, I met with a Bell Bank representative and she said, “I don’t really know exactly what it is, but we all believe strongly in Bell Banks and enjoy working together here.” Building camaraderie, looking for a future, understanding hard work, positive growth and treating people well has put Bell Bank in its dominant position today.

The same day I spoke with the Bell Bank representative, I stopped for lunch at a popular new local restaurant. People rave about the food and I noticed while I was there, not one of the staff was smiling! It is very unfortunate for all of us to have created a society that looks at employment as a burden rather than an opportunity.

Every organization has an underlying set of standards and values that make up its culture. No single culture or set of values are the best or most attractive to all people. The key to a successful culture is building the desire within everyone to move the organization in the same direction. Some organizations place honesty and integrity as the most important facets of their mission; others make it clear that achieving their objectives, regardless of how, is what matters. No standard or industry requirement exists that says what approach is best. Some folks will cheat or lie to get what they want, as will some organizations.

Creating a successful enterprise with engaged employees takes hard work and careful selection of employees, and can only be done with purposeful effort.

As I have stated before, just having a ping-pong table in the break room doesn’t make a business a great place to work. A great business and great place to work is built by growing people and creating a common organizational set of goals and objectives.

Atchison Companies is an investment firm operated by the wife & husband team of Sarah & Dean Atchison. We work with & invest in small businesses. We understand small business. We have owned, operated & built successful companies. We work with small business owners who are concerned about their strategy, anxious about their exit plan or who are stuck in a rut & want to engage experienced small business leaders to find a new way forward.

218.303.5151 Dean@AtchCos.com

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