By: TSP Blog | @TSProckstars
TSP was founded in 2002 to provide an incredible service experience for our customers. Major growth has taught us a lot about the importance of preserving our most basic values on a larger scale. It’s not always easy to keep the spirit of your culture alive when the size of your business grows from a handful to nearly 600, but it’s definitely possible.
Keep emphasizing diversity.
We began as a minority-owned business and still maintain that certification, which is something we are all proud of. For us, diversity isn’t a numbers game or a publicity tactic. We believe a diverse workforce is stronger in every way. A varied workforce brings balance, fresh ideas, and a special extra element that makes everyone’s experience richer and more interesting. A healthy culture isn’t made up of identical people, but a group of unique individuals with shared, complementary interests.
Value positive people.
Attitude is important no matter what you do, but in the service industry, attitude will make or break a reputation faster than you can blink. As a company grows, it becomes harder to maintain a sense of cohesiveness and teamwork, especially when your service area expands to include territories nationally or internationally. Positive people make all the difference in the world.
Offer stellar benefits.
TSP works to maintain a high standard for employee benefits and services. When looking at bottom lines, it’s tempting for many companies to put extra benefits pressure on employees to save on human resources spending. However, we believe this strategy ends up costing more if the business risks higher turnover. Taking care of people isn’t just the right thing to do, it’s the right thing for the company.
Hire well the first time.
Instead of hiring on the cheap and burning through people with a machine mentality, we put a lot of emphasis on refining our hiring process to bring only the best on board. It’s better for both company culture and long-term human resource investment to contribute to employee growth and promote from within. If you start a cycle of using and losing people, your business will suffer in terms of reputation, morale, and customer service.
Develop and maintain traditions.
Sometimes company culture is about having a little fun. Employees look forward to special celebrations, whether appreciation events include a summer barbecue, annual holiday party, surprise outing to a sports event, birthday dessert, or Friday donuts. Rewarding employees with a group activity doesn’t have to be expensive or time consuming, it just has to show that your workforce matters. Appreciation is often undervalued, but it truly counts.