By Kelly Rogan, on 22 July 2015
Yesterday July 15, 2015 one of the BStartup keynote sessions took place in the center of Barcelona at Banco Sabadell. 10 entrepreneurs with projects related to the digital environment and that have been less than two years with their companies in the market, received advice from David Thomas, CEO and cofounder of Cyberclick Group. During the event, also he cooperated with their involvement and knowledge of Didac Lee, president and founder of Inspirit.
Bstartup 10 is an initiative of capital investment each year that selects 10 young technology companies in Spain and supports them in their establishment and growth with a 6 month high performance program. In addition, Banco Sabadell makes an overall investment of € 100,000 in each of the projects, of which BStartup takes a stake of between 5% and 15% of the share capital.
David Tomas, a pioneer in the field of online advertising and author of "The Happiest Company in the World" (to be published in September 2015), conducted mentoring work focused on building the corporate culture, the selection of the values that symbolize the corporate spirit and method for building a team - effective selection of profiles that you hire into a company. David said, "A culture based on a good work environment directly impacts the bottom line. Great Place To Work says companies that work well grow 21% above the market average.”
The process of creation arises 12 + 1 values:
1. Corporate culture: It can be manufactured by design or by default. This can emerge organically, without any control, and is the sum of all the employees or the company could have designed it. But it is ideal to define internally, choosing values that represent the unique personality of the entity.
2. Values: When deciding which values define the company it is possible to encounter several, although it’s beneficial to synthesize them into a few. It is also important to know what values you do not want (and so you know what people you don’t want working by your side). Spell out what you want and what doesn’t help when hiring. David gave the example of the 3 values at Cyberclick: Admire People, Always Find a Way Better Customer Experience and Freaks. These values are not only to be written down, but also to be applied every day and known by the whole team.
3. Profile A: The A Team, or perfect team, changes with each company, as each is defined with it’s own unique values.
4. Scorecard: Knowing how to engage properly is an art. Everyone is different and it is necessary to list what he or she expects. The book Who, written by Geoff Smart, indicates that choosing the correct method can multiply the success in choice of people by 3.
5. Filter: The first interview is by phone call so you can know if you're interested in the person or not. Here you can discover the career goals of the candidate, what stands out or what kind of job they are looking for.
6. Interviews and Exercises: The following interviews or testing sessions to assess professional capabilities are at the headquarters of the company.
7. Interviews with team: The goal is to find a profile of professional excellence, but also possessing personal values that align with those of the company. For this reason, the whole team is part of the selection process and is responsible for conducting some of the interviews selected.
8. Calls Reference: Contacting previous employers reinforces the knowledge we have of the future employee that will join the organization.
9. Sell: Put a value to what the company has. Don’t only weigh financial remuneration: but also training, flexibility in working hours and holidays, taking breakfast together, leisure outings with the entire group, the fact that all employees participate in decision-making, among other motivational factors.
10. If you think this is not your place: The first months of work is a process of adaptation by the company and the new person to see if he or she fits into the team. But if at the end of the period the same professional believes that this is not their place, it is important to facilitate their departure and help in the process of finding a new place of work.
11. Review: The team analyzes the whole integration process. To see that the values of the company and the person are aligned.
12. Drive by Daniel Pink: Why do you do what you do? Asks the book Drive written by Daniel Pink, in one of its chapters. When a new employee joins the company he or she must feel that he is growing professionally. So the energy that they bring to the team will be positive.
12 +1. Happiness Survey: Measuring the happiness of the company serves to quantify the level of satisfaction and comfort. Used to detect if you are going in the right direction or if any problems have arisen and need to be solved.