Culture Committee & Culture Interviews

How has this idea enhanced your club's operation, etc.?

In his book “Good to Great,” Jim Collins talked about getting the right people in the right seats on the bus. Hiring for cultural fit over experience and talent can save resources and provide for a more effective operation. We have seen reduced turnover, happier employees, and a noticeable improvement in service throughout the property in 2017 as a result of our Culture Committee and the Culture Interviews.

How was this idea implemented, and what have been the club members' reactions?

After going through an extensive process of defining our team’s purpose, mission and values in 2016 we found a need to drive home the importance of living by these ideals. Two 2017 initiatives played an important role in doing just that. First a Culture Committee was established. Consisting of 8 “informal leaders” or line level associates from a variety of departments, this groups serves as a conduit for communication on what is working and what is not. Additionally, the group helped to create a culture based interview process, focused around our team values. Each potential new hire is interviewed by a manager of any department except the one they are interviewing for, using these standardized questions to test for cultural fit – only the right people get on the bus!