Utilizing Cultura and 5 Values for Small Business Success

small-business-values-cultura

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Five values we need to explore are:

1. When you are here you’re family.

They value relationships more than your meeting time or your agenda. They seek to get to know their co-workers and their families. They like to celebrate milestones and gather for that yearly company picnic where they can be recognized for all that they do for the company. Do your employees feel like they are family?

2. Family make better workers.

Latinos believe more in the personal connection than the credentials on paper. Trust, loyalty and past service is what they value most and want the company they work for to trust their judgment when they refer someone to a position. After all, they want the addition to fit in to the “family” and wouldn’t recommend someone that they feel couldn’t do the job because it is their reputation on the line.  Do you have a referral program for employees where they are rewarded for adding to the corporate family?

3. Acknowledge the family.  

Most Latinos value family (and God) above all else. They work because it allows them to do more things for “the family.” They stay later than usual because it provides the overtime funds to go on that cruise with “the family”. They want their employers to care about their families and understand that family comes first. Businesses that are flexible with work at home options, flex time and generous paid vacations will find that employees are willing to work for less money as long as they have more time for the ….family!

4. Be a leader not an Ogre.

Latinos respond better to leaders that have vision and inspiration, who show they care versus talk endlessly about how much they care with no real signs showing it. In actuality, all employees rather work for someone who inspires loyalty, gives value to their voice and celebrates their contributions. As the quip aptly states, “your vibe attracts your tribe.”

5. Make it about making a difference not making a dollar

Latinos want to be about something bigger than them. Money isn’t the most important thing to them, making a difference is. They want a sense of purpose but when you come to think of it, most employees want to wake up in the morning with a sense that what they do matters. Communicate how what your business does everyday is making this world a better place. Be specific. Watch people rally around that cause.

If businesses begin to practice some of Latino cultural values in the work place, there will be less turn over, more company spirit, less absenteeism and more productivity. Who knows, it may create a stampede of people clamoring for a chance to be part of the “family”.  Que cultura rica!

Related articles: 

Dr. Les "Coach" Fernandez

The Culture of Positive Thinking at the Workplace

What is Your Company’'s Reason? 

Many Leadership Styles, What's Yours?

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About the author

Elizabeth Rios

Dr. Elizabeth Rios is a strategic visionary and has served her community in NY and FL in various capacities for over 25 years. She has served in high level executive positions in higher education management, nonprofit organizations and small business. She operates a number of online business incentives and founded Passion for Purpose International to help small businesses, nonprofits and schools get started, get funded and get teams going and growing in a healthy organizational culture.  Dr. Rios received her MA in Business Management from Regent University and her Ed.D. from Nova Southeastern University. Dr. Rios is the author of Don’t Buy the Lie: Eradicating False Belief Systems that Keep You From Your Destiny.  In addition, to her community work with South Florida women's empowerment organizations and charities including her own faith-based nonprofit, the Passion Center, Dr. Rios sits on many national boards and serves as Contributing Editor or writer for a few national magazines. She is a Boxer lover,mom of two boys, one with special needs and sees her life mission as one to unleash potential, ignite passion and connect people to purpose.

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