As baby boomers move into the age of retirement, employers find themselves looking for ways to improve their work culture. Attracting and retaining top, millennial talent can be tough, especially if an employer doesn’t understand the kind of environment today’s modern worker thrives in. In this installment of CenterStage, Kristine Rushing, the COO and Risk Consultant at Beck Partners, shares lessons learned and provides an insight on the Beck culture.
Providing What Millennials Want
“Millennials, or modern workers, simply want an environment where they can learn and grow. However, millennials aren’t the exception. This is a common expectation for everyone looking at employment opportunities,” Kristine explained. Millennials look for environments that are fun but also have a focus on relationships, friendships and being part of something worthwhile. Autonomy and the ability to make their own decisions drive environments millennials can thrive within. “This is the environment we create for our team members at Beck,” Kristine said. Beck’s culture is “fluid”. It’s fluid because each person that an organization hires impacts their culture. This is one of the many reasons the hiring process is important.
Kristine said: “Our hiring process is unique in that it consists of a peer panel comprised of individuals who exemplify the vision and mission of the company.”
Beck Partners also has committees tasked with organizing various activities within the company. This includes fun events like birthdays, a networking committee for developing external relationships and providing an environment for business opportunities, and a donations committee that drives impactful community donations. Allowing employees to feel like they are truly involved is something every modern worker will go after and stick around for.8
Keeping Up with a Technology-Reliant Workforce
Beck believes in enhanced technology for the growth of the company. Kristine explained, “We have automation systems to make us efficient.”
These systems are integrated with mobile devices such as phones, laptops and tablets to ensure a smooth flow of communication among the people working in the company and between the company and the clients. As much as Beck embraces technology, Kristine noted the firm remains cautious.
Every piece of technology or software should have a purpose within the work environment. There will always be something “new” and “shiny” – but that doesn’t mean it will rightfully elevate the company and the client experience. Kristine suggested employers should thoroughly vet a piece of technology keeping the user and client experience in mind. When an organization is considering adopting new technology, the employees who are impacted by the integration should be part of the decision-making process. They will, ultimately, be vital with the integration and implementation of technology. This goes back to giving your employees a consistent voice in the organization.
The Importance of Continual Learning and Mentorship
The Beck culture thrives off the continual growth and education of its team members. “We provide mentorship at a relational level,” Kristine said. Instead, the company focuses on depth of knowledge at a personal level that can be shared to sustain the big picture. With ties to other businesses and community partners, Beck provides a culture geared toward self-stimulation. The knowledge an employee learns will lend itself to their individual talents, elevating the company. “We meet with every team member to develop professional and personal goals. Aligning each individual’s goals with their growth path and the company’s goals is beneficial for everyone,” said Kristine. Beck puts a prime focus on learning both soft and hard skills, aiding team members in not only being great at their job but being great at life.
Employers should strive to promote this kind of growth within their company to attract and retain today’s modern worker. Taking steps toward that type of influential work culture can start with something as simple as a phone call. For more information regarding this firm, you can reach Kristine Rushing, the COO and Risk Consultant at Beck Partners, at (850) 476-3745 or via email [email protected].
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