Question:
When going from self-op to contract-managed, how can I make sure the contractor respects our culture?
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Answer:
Organizational culture is becoming more important today as brands differentiate themselves to gain a larger share of the labor market. The staff of an outsourced vendor walks the line of two cultures: their own organization, and the one they are serving. In most cases, they are familiar with the habits, beliefs and traditions of their employer and must learn the same for their client. This requires flexibility from everyone.
If you expect the new staff to understand and become a part of your culture, you must treat them as a member of the family. They must feel welcome, appreciated and part of the team. So how can you do this?
Give the new team an orientation. Ask your senior leadership to welcome them and share the values of the organization and the role they will play in the organization’s success.
Treat them as a key part of the team, right away. Invite new team members to attend staff meetings and celebrations, grant them access to the intranet and invite them to help with problem solving in other parts of the organization.
If possible, request that staff uniforms feature your organization’s logo and name rather than the name of the contract company.
Bottom line: If culture is your expectation—and I think it should be—it becomes your responsibility to state the expectation and provide the tools, opportunities and energy needed to gain unity.
A high-tech approach to creating a cohesive culture
Jim Korner suggests looping new contract employees into work activities to foster community. However, conversations online might be just as valuable as work schmoozing. Despite social media’s noted distraction factor, a June survey from Pew Research Center makes a case for encouraging on-the-job social media engagement.
17%—Percentage of workers who use social media at work to forge or strengthen co-worker relationships.
17%—Percentage of workers who use it to connect with team members at work and find out more about them.
12%—Percentage of workers who use it to ask their co-workers questions about work.