TACKLING LABOR ISSUES— THE BIG PICTURE
By Suz Trusty
So much for the “New Normal.” Hopefully, the wildly fluctuating year of 2022 was merely a transitional phase rather than a blueprint for the future. Climate crises —floods and droughts, wildfires, hurricanes, tornados, volcanic eruptions, blizzards, extreme cold and extreme heat. From the initial optimism for a booming economy, 2022 delivered rising inflation, Fed rate hikes, housing shortages, and a falling stock market and GDP. Supply chain issues lingered. International political turmoil increased with the war in Ukraine. Covid variants were continuing to develop, joined by flu outbreaks and RSV. And, oh yeah, that tight labor market.
The Growing Role of Company Culture
Tackling labor issues starts with two basic questions: Who are you? and What do you want? While those are life-defining questions when addressed personally—and an exercise more beneficial than New Year’s resolutions when asked and answered annually—they also are beneficial when it comes to operating a successful business. To be more specific: Who are you—as a company? and What do you want—your company to accomplish? Everything else about your business, including everything labor-related, flows from your answers to those two questions.
Te result of those answers is what’s commonly called your company’s culture. Te Boston University School of Public Health defines it this way, “Company culture is how you do what you do in the workplace. It's the sum of your formal and informal systems and behaviors and values, all of which create an experience for your employees and customers. At its core, company culture is how things get done around the workplace.”
Digging deeper, according to the online employee recruitment and job placement service Indeed, “Business culture refers to the set of behavioral and procedural norms that can be observed within a company—which includes its policies, procedures, ethics, values, employee behaviors and attitudes, goals, and code of conduct. It also makes up the ‘personality’ of a company and defines the work environment (e.g., professional, casual, fast-paced).
Company culture is how you do what you do in the workplace.
Other elements that make up company culture include management style, expectations, company goals, local and national government policies, benefits/perks, opportunities to advance, the way employees feel about the work they do, and the disciplinary action methods your business uses.”
Whether it’s through structured analysis or that good old gut feeling, company culture is the factor employers consider when determining if a job applicant will be a “good fit” for the company. And, applicants are evaluating that good fit even before deciding whether or not to accept a job offer. In fact, they probably have taken the company culture into consideration prior to submitting their application. According to an Indeed survey, “72 percent of job seekers say it’s extremely or very important to see details about company culture in job descriptions.”
Indeed brings international experience to its analysis of job recruitment. On its website,
Indeed.com, the company bills itself as “the #1 job site worldwide, with over 250 million unique visitors per month. Indeed is available in more than 60 countries and 28 languages, covering 94 percent of global GDP.”
12 TPI Turf News March/April 2023
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