5 Ways to Create a WorkForce People Are Dying to Work For

There are so many elements that create an enduring WorkForce, but here are five that no company can afford not to have.

Special guest Michael Brannock came on our recent episode of the Lead to Grow Podcast and explored five elements of workplace culture.

Michael is the CEO of WorkForce Unlimited, a company started by Michael’s mother in 1987. Michael worked in commercial banking for nearly a decade before coming on board as the CFO in 2011, a position he held until he became CEO in 2014.

1) Vision

“Vision gives everyone a target.”

The vision is what gives the organization a target they can continually align themselves to, and your employees look to leadership to set that target.

For many companies, a vision statement turns into little more than some words hidden in the backlog of an employee handbook. Not at WorkForce. Michael has taken time to ensure the company’s vision steers the hearts and minds of all who work there.

And it shows.

Their vision statement is: “We change people’s lives while elevating the standard in the industry.” This may sound flowery, but it comes out in the way employees respond to questions about what their company does. Most of the employees will respond: “We change people’s lives. That’s what we do.”

When people truly believe the vision, it resonates.

2) Celebration

“We celebrate the results of the performance we have along the way.”

We should incorporate celebration into the DNA of our companies, even when things are tough. The scoreboard can’t be the sole thermostat of company attitude.

When the company is hitting targets and meeting goals, and revenue is soaring, the scoreboard can ignite energy. When the company is falling short of goals, attitudes can sour without positive leadership. 

Here’s a tip: When things are down, look at other areas to celebrate, rather than focusing only on unmet goals. Even if you can’t change the outcome immediately, you can change the outlook (plus, changing the outlook usually does change the outcome).

3) Over Communicate

It’s really hard to reach the point where someone says: “You’re telling me too much, too often.”

Challenge everyone in the company to constantly over communicate. This helps alleviate pressures from conflict, which is usually the result of a lack of understanding.

Tip: Sometimes it’s wrong to be right. When we get so focused on being right, we miss the bigger picture of unity within the organization. Being right is not ultimately as important as what you are trying to discuss.

4) Excellence

Excellence is a constant pursuit of improvement and quality. It doesn’t equate to perfection, which can have a stifling impact on your organization. You don’t want to pressure employees or create a fear-based workplace culture. 

Excellence requires each individual to honor their own integrity and keep their word. It requires a “swing to win” mentality, not a mentality focused on simply avoiding failure. 

5) Commitment

Commitment to the little things creates a lasting impact on the broader goals of the organization. Everyone should be committed to being on time, and be committed to each other, the clients, and to a continual learning environment. 

Commitment also creates an environment of empathy. When both parties have a foundational level of commitment, they are mindful of their words, even in conflict. 

‘If Someone Had Lunch With You, What’s the Key Thing You’d Want Them to Walk Away With?’

(We love asking this question to our guests!)

Michael’s answer: “Ultimately, if they walked away feeling like they had an empathetic connection with me that made them feel inspired, or appreciative, or just feeling better, I would be happy.”

This blog post is from a podcast interview with Michael Brannock, CEO of WorkForce.

Click here to hear this full episode. If you don’t use iTunes, you can also find the full list of episodes by clicking this link.