CHEAT SHEET

INFUSING CULTURE
THROUGH THE
EMPLOYEE LIFECYCLE
1.
ATTRACT

9. 2.
RETIRE ASSESS

CULTURE

8. 3.
ADVANCE HIRE

CORPOR ATE
STRATEGY

7. 4.
REWARD ONBOARD

6. 5.
DEVELOP MANAGE

1. ATTRACT

▶ Create an employer brand that embraces your culture and strategy.

▶ Embed your values, brand and culture into job descriptions.
▶ Ensure that your careers page links to places where candidates can learn about
your culture.
▶ Tell the story of your culture and values through employees by incorporating
videos or quotes on your recruiting materials.

2. ASSESS
▶ If you are evaluating candidates through assessments, ensure that the
dimensions align with your values and strategy.

3. HIRE
▶ Evaluate your hiring process to embed your culture and values through
the process.
▶ Ensure that all correspondence to new hires ‘feels like’ the brand and the culture.
▶ Send swag early so new hires can celebrate joining the team.
▶ Survey candidates to find out what their hiring experience was like and whether
or not theywere told about the culture and strategy in the hiring process.

4. ONBOARD
▶ Ensure that you have a session about culture in new hire training. The more
interactive the better as you want people to experience the culture and know
what behaviors will help them succeed.
▶ Find ways to connect new hires with culture champions so they can feel
connected fromthe beginning.
▶ Add new hires to your culture committee so their experience is represented.
▶ Check in with new hires regularly about how they are experiencing the culture.

5. MANAGE
▶ Train managers on how to incorporate the values and strategy into their goals
for employees.
▶ Ensure that your performance management program is aligned with the culture
you have defined.
▶ Assess your current state and see how you are tracking toward the
desired culture.

6. DEVELOP
▶ Showcase examples of how the values are related in training programs.
▶ Use your culture committee to test new training programs and as a focus group
to evaluate content through the lens of the culture.
▶ Train external vendors on what your desired cultureis so they can incorporate
it into their content.

7. REWARD
▶ Train managers on how values need to be incorporated into rewards.
▶ Create an awards program for people who exemplify the desired culture and live
the values.
▶ Consider how you may treat star employees who may not accomplish things
in accord with thevalues

8. ADVANCE
▶ Determine how your culture approaches promotions—do you stretch employees
or waituntil they are fully prepared?
▶A
 rticulate how employees can move to their next opportunity and whether or not
the way your career paths are aligned with the strategic goals (ex. a culture
of innovation may want more flexibility built-in).

9. RETIRE
▶ Evaluate your exit procedures and ensure that you treat employees in accord with
your values as they leavethe company.
▶ Don’t forget culture champions don’t have towork for you, so turn your alumni
network intoexternal champions.

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