Zane Čulkstēna, ERDA

1. 2016

2. Cultivating unique and desirable
workplaces and relationships

3. CONSUMER
BRAND
EMPLOYER
BRAND
CONSUMER
BRAND
Past Present
CONSUMER
BRAND
EMPLOYER
BRAND
EMPLOYER
BRAND
Future

6. #1
Hiring Is
The Most
Important
q Employee referrals is the key – up to 50%
of your new employees should come from
referrals
q Make recruiting part of everyone’s job -
most employees should spent 4-10h per
week on hiring
q Get the best referrals by being ‘super’
specific
q Built referrals on intrinsic not extrinsic
motivators
q Manage referrals well – call within 48h,
weekly updates
q Improve hiring process - best predictor of
performance is a work sample test, second
best – test of general cognitive ability, third
– structured interviews
q Give candidates the reason to join

7. #2
Hire Attitude
Not Skills
LOW PERFORMERS:
q Are negative
q Blame others
q Feel entitled
q Don’t take initiative
q Procrastinate
q Resist change
q Create drama for attention
HIGH PERFORMERS:
q All opposite + it depends!

8. #3
Turn
Strangers
Into Friends
q Onboard with an eye toward
friendship – assign buddy,
introduce new employees by
describing their interests, look for
collaborative assignments
q Encourage people to share mutual
passions – support shared
interests, allow to take significant
others
q Enhance caring for each other –
birthday reminders, small budget
for celebrating them

9. #4
Show
Purpose
q Never stop communicating
purpose
q Involve employees in charitable
giving
q Connect employees with their
end user
“One cannot lead a life that is truly
excellent without feeling that one belongs
to somethinggreater and more
permanent than oneself”
– MIHALY CSIKSZENTMIHALYI

10. q Expose employees to new and
unexpected ideas – group-viewing
of employee-nominated TED Talk,
monthly show-and-tell on industry
trends, book clubs
q 20% of time for self-authored
projects
q Promote napping and exercising
q Provide space for distraction –
table hockey, etc.
#5
Pay
To Play

11. q Quarterly prize for employees
who take risks, best New
Mistake category in the list of
annual employee awards
q Applicants are required to list
some of their biggest career
blunders and then explain
what they’ve learned from
each experience
#6
Reward
Failures

12. q Clear objectives and quick
feedback (at least six times per
year for as long as 90 min)
q Outsource praise, encourage peer-
to-peer rewards – at any time
anyone without asking permission
can reward a $50 bonus to any
colleague or take her colleague to
lunch
q Cultivate gratitude - for example,
set aside time for employees to
share their recent personal
accomplishments
#7
Give
Feedback
and Praise

13. q Experiences are more rewarding
than objects
q Smaller, quarterly bonuses better
than annual ones
q Relatively inexpensive workplace
benefits—for example, a high-end
espresso machine, interesting
snacks, etc.
q Unexpected pleasures deliver a
bigger thrill
q Music and scents enhance
happiness
#8
Boost
Workplace
Happiness

14. #9
Eliminate
All Status
Symbols

15. q Build on caveman instincts –
additions of plants, fresh
flowers, images of nature,
natural light, seating with views
of the outdoors, campfires &
caves
q Brand workplace experience –
office is your “body language”,
touchpoint maps (uses of
lobbies, hallways, bathrooms,
break rooms to communicate),
modest budgets for decorating
workstations
#10
Office Design
Shapes
Thinking

16. Thank you!