Are you looking for ways to create a company culture that will help you accomplish your business goals?

If so, you may have read about Zappos corporate culture and its ten core values. You know that core values determine the priorities of the company, and they’re what support the vision of your company and help shape the culture.

Here’s why the most successful companies have core values in place and pay attention to culture fit when they hire new people.

Providing quality content that helps our clients and visitors improve their sales performance is a goal of ours, and we hope this blog has brought you insight, education, and tips to get you on the path to success.

We've searched for the most popular blog posts of 2019, and we've curated these lists to bring you some of the most informative content from the year. Check out these top blogs on the sales culture and company culture from 2019, and let them kickstart your 2020 sales strategy.

In part one of this three-part blog series, we addressed the overall power of employee engagement. In part two, we learned how transparency could be used to boost overall employee engagement. In a nutshell, workplace transparency helps set the stage for employee engagement — the essential element of a positive and productive workplace cult

In this final part of the blog series of how to improve your company culture in 90 days or less, you’re going to learn how to take your employees from feeling motivated about your company culture vision to acting on ideas that will increase employee engagement.

In part one of this three-part blog series, we addressed the overall power of employee engagement. Engaged employees mean a reduction in regrettable turnover, increased productivity, and an increase in key customer retention. 

In part two of this series, we’re incorporating transparency as a way to boost overall employee engagement. When done well, transparency creates trust between employers and employees, helps improve morale and lower job-related stress, and therefore increases employee engagement, boosting performance. An added bonus — being transparent is absolutely free, which gives it a notable ROI.

When it comes your bottom line, employee engagement is a powerful source you must have for growth and profit. 

Employee engagement is based on trust, integrity, and a two-way commitment and communication between an organization and its people.  A strong company culture means employees are engaged.  In turn, there is:

• A reduction in regrettable turnover
• Increased productivity
• Increase in key customer retention

In part one of this three-part blog series, we'll address each attribute of a strong company culture, as well as tips on what you can do right now to lead the charge of increasing employee engagement at your own organization.

World-class leaders understand improving performance is part art and part science. A recipe that includes the proper blend of both—art and science—is often what separates failure from success and exhibits the following:

• Outstanding performance (beating others in their peer group)
• High level of employee engagement and satisfaction
• Low turnover
• A culture of engagement
• A tribe that everyone wants to be part of

The debate on whether successful sales leadership is truly an art or a science has been running for decades. At The Center for Sales Strategy (CSS), we know that it’s a perfect combination of both. When blended and configured correctly, the fusion between art and science results in a powerhouse sales team and business.

Great client experience is key to increased revenue and overall growth. And there are many things that affect your client’s experience with your company. From every encounter with the receptionist and support staff to the product itself, the client is forming an opinion on what the experience is like working with your company. While all of these aspects have an impact on experience, for many, it’s often the salesperson that has the biggest influence.

The best salespeople will focus on the client's needs and delivering their desired solutions. This, along with many other reasons, is why we focus on coaching sales talent and finding the perfect fit when hiring a salesperson.

Finding a candidate with top talent to fill an open position is a good feeling. You’ve found someone that possesses the skills and experience necessary to perform the job at hand and do it well. Box checked! 

During the interview process, you focused mainly on their qualifications and professional background, but it was hard to get a sense of who they are and what they are about. You tell yourself that it’s not too much of a concern though, with their skills and talent, it should all work out.  

Sometimes it does work out, but many times it doesn’t. Don't overlook this one key factor when hiring a new candidate!

Did you know that 60% of job seekers report having had a poor candidate experience in their job hunt? And, even worse, according to Career Arc, 72% of them shared those bad experiences with others (often on social media)! Ouch!

Are you burning bridges with your interview process? If so, it’s time to make a change so you can protect your company culture and image.

Baby Boomers (1946-1964), Gen X-ers (1965-1979), and Millennials (1980-1995) have been the core generations that sales managers have long tailored incentive and engagement programs to. All have very different goals, needs, and work styles that require accommodation in order to improve sales performance, reach sales goals, inspire, and motivate.

Entering today’s workforce is the fourth generation, labeled Generation Z. Gen Z are individuals born between the late 1990s and 2010 that are starting to graduate college and join the sales world as independent adults.

We know that Boomers are incredibly loyal, Gen Xers are independent, Millennials seek reassurance and collaboration, and Gen Zers are more diverse than ever. How can you possibly motivate and manage such a multigenerational sales team?