Company culture, arguably the most important aspect of a business, is defined in a number of ways. For example, organizational cultures may include the traditions, languages, knowledge, and stories of employees, managers, board members, customers and stockholders.
There is one certainty about culture: it is ubiquitous. Every group has a culture. Some cultures are intentionally created and developed but many are not. Think about your own business for a moment, what is your culture? Is it really what you think it is? Is it what you want it to be? Do your employees know what it is? Do customers, stockholders and other stakeholders in the business know what it is?
If the answer to these questions is “I don’t know” or simply “no,” your organization probably does not have a well-defined culture.
With it being a roughly unexplored territory in the newly budding industry, many cannabis business owners have a vision of what they want the culture to be, but are not sure how to take the steps to truly build it across the organization. This “culture confusion” often creates workplace friction, high turnover, and a general misalignment of attitudes and goals.
The solution to this is to build a documented culture that flows into every aspect of the business. This includes hiring, training, performance management, and leadership. Doing so will build alignment in your organization and reduce the number of people-related headaches that every business owner deals with.
This article is sponsored by Green Mountain Solutions, the premier provider of Learning and Knowledge Management Software for the cannabis industry.
Green Mountain Solutions can help you dive into hiring, training, and leadership development, as well as provide you with great small business system platforms in each of those areas to help you save time and money.
As the cannabis industry continues to grow and mature, there will be an increase in the availability of the necessary skills in the labor market. There are already more trimmers, budtenders, and growers now who have worked in the legal marijuana industry for one or more companies. As more time passes, recruiting someone with the necessary skill sets and experience will continue to become even easier.
Just because there are plenty of people with the skills you need to fill a position doesn’t mean you will easily find the right person to help grow your business. There is a clear difference between hiring a qualified person and hiring the right person. A qualified person will have the knowledge and expertise you are looking for, but the right person will be qualified and also align with your organizational values and culture, work environment, and leadership styles.
Every business owner has had the experience of hiring a candidate who looks perfect on paper, only to realize he or she is not a good fit. It is likely that at a different place, under different conditions, he or she would be a very successful employee, but just not with your organization.
So the question becomes, how do I know whether someone will be a good fit for my organization?
The answer goes back to company values and defining what you want your culture to be. Once that has been clearly define, allow it to drive all aspects of your business. Without an explicit culture you will not be able to recognize the right person.
Once you’ve defined your company culture and know what the right person looks like, you can start screening for that in your hiring process. There are several inexpensive Applicant Tracking Systems (ATS) available to help you customize your application process and filter applicants based on answers to specific questions. A system like this is beneficial in finding and identifying the right candidate for your cannabis business, while also saving you the time of screening more applicants than necessary.
This article is sponsored by Green Mountain Solutions, the provider of Learning and Knowledge Management Software for the cannabis industry.