5 step framework to creating company culture

In 2020, Advisor of the Year finalist Chelsea Ryckis felt like Weird Barbie.

“I hit a breaking point. I didn’t know if this business was for me [and] if I was supposed to lead people,” Ryckis shared Monday at the 20th annual BenefitsPRO Broker Expo in Denver.

Ryckis, who is president and co-founder of Ethos Benefits, needed to make a change in order to feel like she was meant to be in the benefits industry. She looked to coaches, books, podcasts, anything she could get her hands on to become a better leader.

What came out of that journey was a transformative 5 step framework that she shared in her session Monday titled “How to Build Culture & Get the Best From Your People.”

Hire the Right People

In order to not feel “duped” as both a employer and employee, the hiring process should be values based, Ryckis shared. “It sounds fluffy,” she said. “But it’s not. We hire people to solve problems. We don’t hire people to answer the phone, and you can empower people to solve problems if they know your values.”

It’s not just about stating company values and finding someone who also states they value that quality as well. Ryckis uses targeted questions and a hiring process to make sure the candidate is aligned with their business.

“In your personal or professional life, is there something you’d like to improve upon?” Ryckis will ask candidates in interview process. “If someone is not willing to admit they could improve upon something, they’re not going to fit in here because we’re all about the feedback.”

First Impressions are Everything

Those questions are an important part to weed out those who will not fit in with the Ethos culture, but another key to smooth hiring is providing a clear timeline on the process and timing of getting someone in the door. Transparency is a core pillar of her company, something recruits are clear on from the start.

Some of the feedback the company was getting pre-transformation was that “they were really intense.” In the recruitment packet all potential hire receive, Ethos is clear on how they handle business. “These people are committing their lives to you, more time than they see their family,” Ryckis said. “So it’s really important to know what they’re signing up for.”

The transparency and questions are important to find good fits for their company, but there is also some technology sprinkled into the process as well. Ryckis uses Omnia Assessment and Test Gorilla to ensure the skills and personalities of recruit will be a fit for the company.

Feedback Culture

Once Ryckis has found a good fit, they person starts the onboarding process. It’s a four week process that relies heavily on feedback and check ins. At the end of the week, Ryckis checks in to see, honestly, how things are going. She uses a similar process the military uses with H-U-A (heard, understood, acknowledged).

She asks (something they also do in the onboarding process so it’s not a shock) for the feedback, appreciates it, accepts it and finally creates an action plan.

Related: Building a culture of appreciation in your workplace

Accountability

Hiring the right people, knowing core values and asking for feedback are vital to the Ethos business process. “If you don’t have the infrastructure to support accountability in your business, none of it matters,” Ryckis said.

They document every request in Salesforce, and employees update every 24 hours where something is. That way Ryckis is able to check in where needed, but it also empowers her employees to work on their own and not have to constantly check in.

Recognize & Develop Talent

Last, but still very important to the core of the company, Ryckis developed a process that showcases transparency on how exactly talent within their organization can move up. They give a list of accomplishments an employee must meet in order to move up to the next role. They also make sure all managers are receiving the ongoing training they need to lead others.

They also make sure they are recognize their employee when they excel. One element is “The Weekly Wow” where they email company wide celebrating small wins as a team.

The five step framework that Ryckis focuses on daily is the key that allowed her to transform from Weird Barbie to the empowered boss Barbie she is today.