Which Matters More ?
Culture vs . Salary
Most managers think employees are motivated by salaries . The vast majority of workers , however , are driven by other factors . Today ’ s employees are looking to company culture — its values , community , and practices — to find significance in their lives and careers .
THIS EMERGING WORKFORCE HAS THREE PRIORITIES :
ÎÎFlexibility — in scheduling and location that allows involvement in non-work activities .
ÎÎDevelopment — online courses or mentorships that promote advancement and personal growth .
Create an Airtight Code of Ethics
In finance and accounting , developing processes that will maintain the highest standards for internal and external compliance can be challenging — but not impossible . Consider these shared qualities from some of the most successful codes of ethics developed by public companies :
CLARITY Don ’ t rely on vague principles to guide your team . A strong program begins with a well-researched written code of ethics that states the exact behavior expected from every employee in each of their roles . Be sure to follow up with a comprehensive training program and testing .
CONSISTENCY A code of ethics should be the same throughout the company , with all departments and individuals being held to identical standards . Avoid multiple codes within the same company and insist that leadership refrain from even the slightest breach .
POWER When defining your code of ethics , make sure to include the consequences for violation and give employees the power to report unethical behavior in a safe and anonymous way . There should be no fear of negative consequences for speaking up .
INSPIRATION Invite staff members to share in the ethics vision by rewarding their commitment . Encourage open dialogue and give positive feedback for compliance and other actions that foster trust and credibility .
ÎÎGoodness — company and employee participation in socially responsible causes .
ÎÎBusinesses that adapt will be better able to attract and retain top talent — creating a winning culture that boosts productivity .
INITIAL STEPS YOU CAN TAKE : > Imagine the workforce you desire to have . > Get input and feedback from employees . > Start small , building culture through them .
STAYING COMPETITIVE WITH SALARIES
How you handle salary negotiation is critical in keeping or hiring top performers . Don ’ t risk losing them over relatively small differences in compensation . Consider : an extra $ 10,000 in annual salary translates to roughly $ 550 per month after taxes . That ’ s a new car payment , extra groceries , or a family vacation . Isn ’ t that worth the productivity you ’ ll gain ?
When it comes to salaries :
ÎÎMAKE A COMPETITIVE OFFER .
ÎÎBE PREPARED TO NEGOTIATE UP .
ÎÎKNOW YOUR BEST OFFER UPFRONT .
ÎÎTREAT COUNTER-OFFERS SERIOUSLY .
ÎÎSAY “ YES ” MORE THAN “ NO .”
ÎÎCLOSE QUICKLY AND GRACIOUSLY .
CONNECT CULTURE WINTER 2017 // SNB . COM | 21