Hiring has been a top priority for many Hawaii employers over the past few years, whether due to turnover, growth, or a combination of the two. Onboarding a large number of new employees over a relatively short period of time can pose challenges in maintaining the organization’s culture. An organization’s culture is how it operates to achieve its goals. It is comprised of intangible elements, such as the shared values, attitudes, and behaviors seen in the day-to-day actions and interactions of the employees at every level. As such, having a strong organizational culture is critical for employees to be able to contribute individually and as part of a team to the organization’s mission. Below are three tips to help employers maintain the organization’s culture:

1. Define and communicate it. In order to maintain and support the organization’s culture, employers need to understand what it actually is. Management can define core values, mission, and vision statements, but defining these elements doesn’t necessarily define the organization’s culture. Managers should encourage open and frequent communication with their staff to keep a pulse on whether the employee’s attitudes and behaviors align with the culture the organization wants. If there is a misalignment, managers will be able to quickly address issues and reinforce the desired culture.
2. Integrate it in hiring and onboarding. Start with the job posting – it should give potential applicants an indication of the organization’s culture to give them the opportunity to opt in or out based on their own values. The organization’s culture should be discussed with applicants throughout the hiring process, and the applicant’s alignment with the organization’s culture should be considered when deciding whom to hire. The onboarding process should also reflect and reinforce the organization’s culture to new hires.
3. Foster opportunities for employees to connect. Especially in a remote or hybrid work environment, an organization’s culture may be difficult to maintain. Culture develops organically through personal connections. Even if the work is fully on-site, employees often don’t have the time or opportunities to get to know each other as people. Managers should create opportunities for employees to connect with each other on a personal level. Celebrate successes and recognize significant moments in employees’ lives. Hold off-site, in-person events for interaction and collaboration. Forcing fun can have a negative impact, so the key is to create opportunities and model the desired behaviors.

In addition to the efforts to maintain the culture, employers should also ensure they have a way to measure success. Metrics such as lower turnover, increased productivity, and increased employee engagement may serve as indicators of the strength of the organization’s culture. It’s also important to remember that this is an ongoing process. The work doesn’t end just because turnover is down. Culture needs to be nurtured to survive. Culture also needs to be adaptable when the environment changes. While a strong culture is critical to success, so is the ability to change with the times. Employers can also use the three tips above to recognize when a change in the organization’s culture might be appropriate and to manage the change for current and new employees.