Stay Culture

Creating a strong workplace culture is essential for retaining top talent in today’s competitive market. Small businesses, in particular, have a unique advantage—they can offer employees a sense of purpose and belonging that larger corporations often can’t match. Through thoughtful leadership, fostering autonomy, and emphasizing the value of each team member, companies can cultivate what we call a “Stay Culture,” which was the October topic for our Round Tables. In this post, we’ll explore insights from our business leaders on how to build a workplace where employees feel valued, respected, and motivated to stay for the long haul.

Working for “Cash and Prizes”
One Business leader in Kalamazoo believes that fostering a “Stay Culture” begins during recruitment. It’s essential to find people whose strengths align with the company’s values and goals. He refers to this process as looking for people who want more than just “Cash and Prizes.” If a candidate’s primary motivation is a high salary, larger corporations may be a better fit for them. However, he seeks those who want a meaningful career, not just a list of tasks to complete. Often, individuals who have worked for big corporations recognize the reality of those roles and are drawn to the unique opportunities of a smaller business.

Culture to Compete
One business owner from Oxford has been inspired recently by the Dave Ramsey EntreLeadership Podcast, which highlights the concept of “Stay Culture” and retention strategies. Ramsey, who built a thriving company with over 1,100 employees, offers insightful advice for small businesses, suggesting they stop trying to compete solely on salary and benefits. Large corporations, driven by quarterly financials, often see their workforce as an expense to be managed, whereas small businesses must prioritize people to succeed. According to Ramsey, the heart of a small business creates a unique culture that many employees prefer over the impersonal nature of large corporations.

Years ago, this leader’s company operated out of a modest basement office. At one Christmas party, the wife of a new employee mentioned how much her husband enjoyed working there, compared to a larger design firm with overwhelming demands. It was a moment of realization for her—that smaller companies can offer a work environment that many employees truly value.

Appreciation is Paramount
One Business owner in Troy has noticed a common theme among companies he works with.  Employees are looking for three key things: wages, benefits (like vacation and 401K), and appreciation. However, it’s the feeling of being valued by their manager that often makes the difference. When employees feel appreciated, they’re more likely to look forward to work and believe they contribute to the company’s success. Year-end bonuses are one way to show appreciation, and the business owner in Troy has seen how they can foster a sense of pride among employees, motivating them to continue their efforts.

Key Part of the Mission
As leaders, we must clearly communicate the mission and the positive impact our organizations are having. Our employees are vital contributors to that mission, and their efforts make a real difference.

Flexibility
Another business owner said employee satisfaction is tied to having some control over their work-life balance. If simple tasks like going to the doctor become a challenge, it adds up over time and negatively impacts their overall experience. Employees should feel like they have ownership of their work. If they’re treated with trust and autonomy, like owners, they won’t need constant approval to handle personal matters.

Flexibility but High Expectations
A leader in Grand Rapids points out that respect plays a vital role in workplace dynamics. Respecting employees means acknowledging that they’re more than just their job. If someone has a sick spouse, it’s important to provide the flexibility needed to care for them. At the same time, setting high expectations for productivity demonstrates mutual respect. Offering flexibility, like adjusting work hours to accommodate personal commitments, builds respect for the company in return.

One business owner in Troy shared an example from his own business—his assistant recently took three weeks off during his busiest season. Before she left, she ensured all the necessary work for the next several months was completed, working extra hours on her own initiative. By taking ownership of her responsibilities, she not only alleviated stress for the owner while she was absent but also demonstrated the true value of autonomy in the workplace.

Upcoming Events
Please mark your calendar for our Kalamazoo Leadership Breakfast with Lynn Townsend, Principal and General Business Practitioner, Townsend Communications.   Our event is on Friday, November 15 from 7:30– 9:30 am at the Kalamazoo Country Club.

Please join us for our Detroit Leadership Breakfast on Friday, January 17 from 7:30 – 9:30 am at the Bloomfield Open Hunt Club.  Chuck Edwards, Anxiety Solutions Expert and owner of Solutions to Live By, is our keynote speaker.