YOUR COMPANY CULTURE
About this Module
YOUR COMPANY CULTURE
A thorough examination of both the what and the why behind your company's name will help as you assess your existing workplace culture, and decide whether it is one that can integrate Second Chance candidates smoothly. Reviewing your core values, alongside your industry's standards for performance in the services or products you provide is extremely valuable. Ask yourself what your company prioritizes. Is it competition, expansion, or creativity? How much do you value your employees' wellness and their personal growth relative to their productivity? Answering these types of questions will provide you with the basic framework you'll want to have as you think about how best to recruit, hire, train, and promote the Second Chance employees you want and need. These employees help cultivate a culture of hard work, passion, and gratitude, and can offer a significant competitive advantage for this reason.
We include second chance candidates to our firm because there is an incredible population of people that are skilled and trained coming out our prisons and our jails weekly this 10,000 in the US and they are a wonderful population to employ. I really have seen some incredible stories about restoration in these people lives. I visit them every week in prison and i get to see them coming out of prison and i get to see them getting jobs and i get to see them with their families, and the way they parent and the way they going to live their life forevermore. Some of them have been embedded in our world for the last 6 years since we started all-star labor and staffing and i would say they’re just like you and me. Just need another chance.
It’s a great opportunity it’s a great opportunity. Currently i see it as a competitive advantage. There is a huge pool of candidates that are not being tapped into. Who are skilled and ready to work. Who has support systems that many other folks may not have. Right now i feel like it’s a competitive advantage for me and my employer to be able to tap into this nearly untapped pool of candidates. But imagine I will be comfortable losing that competitive advantage if more and more people will be able to tap in this huge pool of people who has skills. Who are ready to work? Who can make our company even better than what they are now. Imagine the right person with the right job.
Dave’s killer bread is planting the seed and it does not have to be with just the baking industry. It could be across all different companies. And it doesn’t matter who you are, Or what you were doing, or what your purpose is, We got this resource called a second chance employment that will offer all sorts of opportunities regarding the people resource of your business.
The work resource at Portland Bottling in regards to our Second Chance is there really is no difference between them and everyone else. We’re a great team we work together we play together, outside of work we attend weddings with one another, baby showers all kinds of things. It’s more like a family than a community where there are folks we haven’t been incarcerated and Second Chance there’s not any difference at all.
I think it just behooves us to what are we going to do about conflict or what we can do about it after the fact why not be more progressive, why not seek to understand from the beginning. There’s guidance and laws around employing folks with backgrounds to and we are vigilant about that and making sure that our public is safe, our volunteers are safe and things like that. Sometimes people have fears around that but we are most certainly really wanted to be more progressive and inclusive. If we are already talking about it’s an open dialogue then the fears are gone.
As managers if we embark on a program where we’re bringing in a lot of people and giving them second chances, how are we looking at them in the workplace? Are we going to be more strict on them then we would be on anybody else if they do something do all the sudden go Oh see I knew this was going to happen. When there’s 3 other employees who been doing that for the last six months and they haven’t noticed it. Because they are not paying attention that way. So that is on us. We have to own that has employers. To make sure we give them the fair shake the same we would treat anybody else in the organization from the expectation and behavior perspective.
Society has to get over that perfectionism idea that you just go to school all the way through you get your college degree you go out and you get a job and you never make a mistake and so you hold other people to that same standard, that’s a little bit crazy if you think about it. We need to have a little understanding and compassion that people come from a different world than we come from and give them an opportunity to live in our world.
I came to Milwaukee, walked on the production floor and immediately, this is for me. And once i stepped on that floor, I began to see in the passion of the people. And it was actually amazing because they come by and shake your hand. They took pride and tell you what they were doing. It did not matter whether it came from mix oven racks it does not matter. It was amazing. And you can feel it. Can i tell you that story because people when they come to our facility, talk about the passion of the people. It’s just a little bit different. So I often tell people that there are three things that sold me. One- the story, the brand but the most deciding factor, the people. Amazing! And that’s how I ended up at Dave’s killer bread.
I have never had a job that’s been so gratifying and meaningful and i wouldn’t have thought of that coming in. But being able to see the difference, just being able to watch other people be given a chance, and what they can do once given the chance Is incredible.
It’s about that what i call a company culture. I really call it corporate community. This is the term that i think about. It’s about who do you want to be in a company. And if you really care about surrounding yourself with like-minded people, all focused on the goal, then you are going to be a successful company. It’s not so much about the individuals and where they have been in the past. It’s much more about staying clear goals, And surrounding you with people who really believe in those goals.
It is interesting and i do work with a lot of companies and some of them are more intentional about their culture than others. And the ones that are not all of a sudden wakes up and go, huh look what’s going on with our company. And that’s because they were not clear. They did not start with what company do we want to be? What kind of interactions do we want our people in this company with have with each other? What kind of work environment do we have? And really managing into that vision every day. The leaders of that company modeling that behavior. That starts with generating culture. And brother having it just happened on just happens stance. We’ll take whatever we get.
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