A Winning Company Culture Starts with Hiring

As the head of Human Resources at Unistrut Midwest, one of my primary goals is to create a cohesive and supportive company culture. This commitment to one another and our joint success can make or break a company and requires participation from everyone in the organization.

It can be tough to generate company culture buy-in in any industry but construction especially can be challenging as it seems that there's always another job opportunity available. That's why we focus on culture starting with the hiring process.

Hiring Members of a Winning Team

As a niche industry, we know that most of our candidates aren't going to have years of experience working with strut. Related construction and sales experience is a plus, but the candidate's mindset is our top consideration. Above even industry experience, the most important factor we consider when hiring is whether or not a candidate wants to be a part of a winning team.

A winning mindset transcends industries. A quick interview can tell us all we need to know about their potential commitment to the Unistrut Midwest team. Are they excited to be a part of something that's growing? Do they want to do a good job, not just for themselves but for their fellow teammates? That's a candidate worth considering.

Overall, by focusing on job candidates who want to be competitive and help their team win, we know we can find the right people to help bolster the Unistrut Midwest culture and contribute to our team's success.

Maintaining a Winning Culture

Of course, a truly successful company culture requires nurturing after the right team members have been hired. We have found that establishing ongoing trust and support between leadership and the rest of the team keeps lines of communication open and helps all members grow.

I work to make sure that everyone at Unistrut Midwest knows that they can come to me if they have questions, whether professional or personal. We care about the well-being of our fellow teammates, and I aim to display that daily.

Another priority is individual professional development. Investing in our team members is our way of giving back what they're putting in. If they want additional training, to go back to school, or to move up in their role, we support them. Not only does this put our team members in a position to better their careers and futures but allows them to bring their new knowledge back to the rest of the team, furthering our goals.

We also focus on autonomy. With the shared vision of contributing to a winning team, we know that we can trust them to do their job effectively and give them the space to do so. Management encourages team members to explore new methods and possibilities that could help make their job more effective. As long as they are safe and ethical, team members have the freedom to bring new ideas to the table. This encourages trust between management and the rest of the team.

Creating and maintaining a winning company culture requires ongoing communication between team members and leadership, and we know that by hiring people who are committed to seeing their team succeed we can work towards achieving our goals.

How does your organization promote your company culture?