When you’re building your business, hiring the right people, timing the right hires, and building the right culture are super important to the success of building a company.
Building Success, One Hire at a Time
Starting a business is all about timing, finding the right people, and creating the right culture. When it comes to hiring, there are two types of employees: those who support your existing strengths and those who fill in the gaps. When building your company, it’s important to focus on filling the gaps first.
Sara Blakely remembers the early hires she made when starting Spanx like it was yesterday. Her first hire was an operator to tackle her biggest weakness – inventory, delivery, accounting, and account receivables. Then, she went for a bagel walk with a woman who raved about her product and she offered her the job as her PR. Even though the woman had no experience, she had a passion for the product and that’s all that mattered. Next up, Sara hired an assistant to help her with bookings, but the assistant ended up becoming the head of her product development after just a few weeks. Talk about hitting two birds with one stone!
So, Sara’s three key first hires were: an operator to handle her weaknesses, someone to spread the word and be an extension of her in PR, and finally, someone who could be her right-hand in product development so she could focus on selling. And they all had a good laugh about it later on!
Join the Spanx Team: Where Culture and Empowerment Meet!
When it comes to hiring, Sara Blakely took a bit of a leap of faith with her first picks. Despite not having any experience in hosiery, she was open to the idea that someone without technical training could still rock the job. And that’s what led her to create the culture of Spanx.
Sure, they need deep experience in certain positions, but they’re also searching for something a little more intangible. People who have a positive attitude, who care deeply about their mission of empowering women, and who share their values. It’s the culture fit that really makes the difference.
They’re looking for the scrappy and resourceful folks who can handle it all. Starting a business is no easy feat, but having a team who treats it like their own and always looks for the best return on investment helps keep them going. And let’s not forget the value of a good sense of humor – because at Spanx, they believe laughter is the best accessory!
So if you’re ready to roll up your sleeves, go the extra mile, and treat the business like it’s your own, Spanx might just be the perfect fit for you!
Unleashing Potential: Find Your Fit
Finding the right fit for your company can feel like a game of chance, but with a little bit of strategy, you can stack the odds in your favor. That’s where Sara Blakely comes in! She’s got some secret weapons in her hiring arsenal that help her get a better sense of a candidate’s personality, drive, and future aspirations.
For starters, she asks them to describe themselves in three words, reveal three weaknesses, and share their dream for a million dollars. It’s amazing what you can learn about someone from their answers! And to see if they’re a good fit for Spanx, Sara also asks about their future goals. Whether they’re just looking for a short-term stint or hoping to climb the ranks, she wants to make sure their time at Spanx aligns with their aspirations.
So if you’re ready to take the leap and find your next all-star team member, join Sara in the search for the perfect fit!
Hire slow fire fast
Firing might seem like a blast from the past, but when it comes to owning a business, it’s a necessary evil. It’s the one task that no one wants to do, but it’s a part of life that Sara Blakely must face. Here’s the thing, if it’s not working for Sara, chances are it’s not working for them either. But, when approached with love and kindness, it’s just a matter of finding the right fit. Sometimes, a fit can be perfect for years, but then suddenly it’s not. And that’s the tough part, because Sara has dedicated employees that she needs to have real conversations with and say, “Hey, your skillset might not align with the current needs of the business.” And if that’s the case, it’s time for both of them to move on.
The secret to success is to hire slowly and fire fast. It’s an important practice that takes time and effort to master, especially when it comes to letting go of employees who are not the right fit. But, trust us, when starting a company, having the wrong person in a seat can affect the entire team and culture. That’s why, more often than not, being honest and direct with communication is the best thing Sara can do for both parties.
Sara likes to put her employees on performance reviews, and even give them a PIP (Performance Improvement Plan) to give them a heads up that things aren’t feeling right. This way, they have plenty of time to find a new job or turn things around. Sometimes, they might surprise Sara and end up staying. And other times, they know it’s time to move on.
At the end of the day, honesty is the best policy. By being direct and avoiding surprises, Sara will create a culture that’s better for everyone. So embrace the challenge, and let’s fire fast!
Unleash Your Potential, Don’t Let Insecurity Hold You Back
Hey there, you may be surprised at what you can accomplish when you don’t let insecurity hold you back. As you grow your business and become more successful, people will tell you that you need more experts. And yes, you’ll need some, but you’ll be amazed at what you and your team can handle on your own!
Take a patent for example. I wasn’t a lawyer or went to law school, but I read a book on patents and trademarks and felt confident enough to handle the bulk of it. I ended up saving a ton of money instead of paying a full-price patent attorney. And you know what, 20 years later, Spanx still operates that way.
Money isn’t everything, especially when it comes to building a company culture. In fact, I’ve found that spending less money often leads to better results. I’ve learned the hard way that sometimes throwing money at a problem doesn’t always solve it, and a scrappy, DIY approach can produce better outcomes.
So, don’t be afraid to step out of your comfort zone and tackle tasks that you don’t have expertise in. You might just surprise yourself!
What is Sara Blakely’s perspective on the relationship between company culture and strategy and why is it important for the founder to set the tone for company culture from the start?
Sara Blakely says that culture and strategy don’t mix? They’re like PB&J – they go hand-in-hand and one just can’t survive without the other! Even if you have the best business growth plan in the world, if your company culture isn’t on point, it’s not going to get you very far. That’s why it’s important to set the tone for your company culture right from the start – as the founder, you hold the reigns!
And what makes for a great company culture? It all starts with trust. Trust between you and your employees is key. You have to empower them to do their jobs and not hold their hand every step of the way. Clear goals and a sense of purpose are also important. Your employees should know what they’re working towards and how it fits into the bigger picture. And let’s not forget, your company should have a purpose that goes beyond just making money – this will inspire your employees to give their all.
Everyone wants to feel valued, so make sure your employees are fairly compensated and that you acknowledge and celebrate their wins. And speaking of valuing employees, don’t forget to care about the whole person, not just the one who shows up for work every day. And last but not least, give them the freedom to make mistakes – it’s how they’ll learn and grow.
At Spanx, Sara Blakely embraces the “test and learn” culture. They have “OOPS” meetings where employees can openly talk about their mistakes and learn from each other. And to make it even more fun, they like to pair each mistake with a theme song – you can only imagine how many times Britney’s hit song gets played during these meetings!
In one of their recent OOPS meetings, Sara Blakely shared a mistake she made where she put too much emphasis on the product development team and their work with waterproof materials. She didn’t check in on them enough and they felt limited in their creativity. But, by talking about it openly, it allowed them to communicate better and get back on track with the direction she wanted for product development.
What steps does Sara Blakely take to create a positive and empowering company culture at Spanx?
Sara Blakely knows the importance of setting the right tone for your company culture and she takes it seriously at Spanx. That’s why she created the “Be Bold” boot camp, a series of modules designed to help employees improve not just at work, but in all areas of their lives. From debate and public speaking to comedy and positive thinking, the boot camp covers it all!
One of the highlights was when the whole company took the stage at a comedy club for a stand-up comedy night. From the receptionist to the people in accounting, everyone got up on stage and delivered a few lines, and it was an unforgettable, encouraging, and team-building experience for everyone.
Sara believes that it’s not just her job to create a great company culture – the employees play a big role too. She reminds them that culture is something they create, and not just something that happens to them. To reinforce this, she shares Spanx’s purpose with their vendors, manufacturers, and even key accounts. When everyone is aligned with the company’s greater vision, they are more invested in the outcome and more motivated to help the company succeed.
What is the focus of Sara Blakely’s approach to philanthropy at Spanx?
At Spanx, Sara Blakely has always been passionate about infusing philanthropy into the business. She wants her employees to feel the joy of giving back, as they are the ones who make the money and provide amazing products to customers. That’s why she created the Spanx Philanthropy Fair.
At the fair, every employee is given a certain amount of money to donate to a cause close to their heart. There’s even a paid day off so they can volunteer at an organization of their choice. The team also joins forces for a special project, like building a Habitat for Humanity house together.
Sara believes in the power of personal connections and brings in other female entrepreneurs and business owners to share their stories with the Spanx team. This way, her employees can feel the impact of their work firsthand and truly understand the gratitude of those they are helping.
Conclusion
When building a company, it’s all about finding the right people, creating the right culture and timing the hires correctly. The first hires should be people who fill in the gaps, support your strengths and be a good culture fit. Spanx’s founder, Sara Blakely, took a leap of faith with her first hires, looking for those with a positive attitude, a passion for the company’s mission and a good sense of humor. She uses unique interview questions to get a sense of the candidate’s personality, drive and aspirations. Hiring slowly and firing fast is key, with performance reviews and a PIP in place to help employees improve or find a new job. Honesty is the best policy and helps create a better culture for everyone. So, come join the Spanx team where culture and empowerment meet!
- Hire your weakness
- Value the culture fit over experience
- Hire slow, fire fast
- Empower your team
- Set clear goals
- Give favorable compensation
- Test and learn
- Establish a philanthropic purpose
Leave a Comment