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Talent is an important part of any successful business, and entrepreneurs need to be aware of the best ways to leverage talent within their organizations in order to achieve growth.

Aligning your team’s goals and objectives to the overall mission of the company is a key component of this process. Additionally, creating an employee experience that is rewarding, engaging, and empowering encourages growth among staff members. Lastly, businesses need to stay on top of the ever-evolving technological landscape so they can modernize their processes and remain competitive in the market.

Together, these three components are essential for any business looking to have its employees contribute effectively towards its success.



The days of companies just existing to make money and nothing more have become long gone. Now, organizations need to prioritize alignment among its employees in order to reach success. At Amplify, we believe alignment is essential for our growth and purpose, so we established five core values – Courage, Candor, Connection, Curiosity, and Collaboration – that help us stay on course.

Having these core values has enabled us to quickly get out of jams and ensures everyone within the organization is on the same page. It also helps with recruitment – having clarity over what defines us can be reassuring for any potential candidate looking for a new challenge. Moreover, it serves as an effective tool when tackling any kind of change or chaos – each team member can refer back to these values and make sure their decisions align with them.

At Amplify, we take pride in ensuring that our core values are not just something written on a wall but are truly lived every day; it’s not just marketing collateral – they’re at the heart of how our business operates. Employees across the organization often comment on how impressed they are with our commitment towards making sure everyone adheres to them. Having a clear set of values allows us all to work together with focus and direction while feeling supported by the culture we strive to uphold every day.

I believe that a lot of small and medium-sized businesses have talent that come from larger companies where values are written on the walls but never really referred to. Working at a smaller business is definitely a different experience but it doesn’t have to be daunting. It’s important that these businesses focus on what they can offer in terms of growth, stability, and rewards. By making their values known to employees before they start work, it helps paint a clearer picture of what type of environment they will be entering into.


Creating a positive organizational culture is an important part of creating a successful business. While some companies may try to mask their true corporate culture, the reality is that every organization has its own unique culture. For those businesses that are looking to improve and transform their cultures, it’s tough work. This can be difficult for existing employees who suddenly find themselves in a new environment with values and expectations that they weren’t previously aware of.

At Amplify, effort was put into developing our own unique corporate culture even before we were an employer. We strongly believe in these values and actively strive to make sure that everyone understands the importance of maintaining a healthy and positive workplace. It’s thanks to this proactive approach towards culture building that we remain focused on our shared mission no matter how much we grow as a company.


Businesses strive for more than just success – they also want to build a meaningful culture that reflects their values. At Amplify, this is done by having a clear mission statement that guides the company when making decisions or considering talent acquisition. They believe in leading by example and creating an empowering culture of purposefulness throughout the organization.

The company further embeds this culture by starting meetings with “business wins, personal wins and core value stories”, as well as using their values as a tool for interviewing potential hires. This way they create an army of like-minded people who are genuinely aligned with the company, while keeping cultural integrity intact even during periods of scaling.

These practices ensure that employees have a sense of belonging and meaning to their work, and also promote trust within remote teams. Even something as simple as an “icebreaker” moment before getting down to business helps foster open communication between all members of the organisation – all essential elements for any successful business.

Employee Expectations


Finding the right employees is an essential part of any business. Understanding their values and purpose in the organization are key to successful recruitment, but it’s not enough. Companies must take into account other factors like skill set, experience, and culture fit when making a hiring decision. Employers can improve their chances of finding a good match by taking extra steps such as background checks, culture assessments, and taking time to get to know applicants better.

When considering why someone would stay with one company for an extended period of time, salary certainly plays a role but it’s not the only factor that matters. Work-life flexibility, paid time off, and learning/development opportunities are all key contributors to why someone might choose to stay with an employer regardless of the wage they’re offered. Investing in processes like these will lead to greater efficiency in onboarding new staff who can quickly become productive team members.

The most successful companies understand that finding great people is worth investing in for long-term success. By taking measures such as assessing cultural fit or skillset during the recruitment process, they’re more likely to find people who make a true impact on their team and business goals while promoting job satisfaction on both sides.

Why Work/Life Flex Matters

In today’s job market, offering work-life flexibility to employees has become increasingly important. Not only does it provide a competitive edge in terms of hiring and retaining top talent, but it can also boost productivity and improve employee satisfaction.

Additionally, many businesses are now offering unlimited paid time off (PTO). While this could help save costs in the long run, there are some complexities to consider first. Depending on the industry, certain jobs may require more staff members present than others. Additionally, not everyone may have enough financial freedom to take advantage of such a policy – so creating an environment where all employees feel comfortable taking advantage of PTO is essential.

Learning & Progression

Effective learning and development is essential for any successful business in today’s world. We have seen the results of offering our Certified Professional Development courses to our members: it increases job satisfaction, morale, and corporate culture. However, many small-to-medium businesses assume they cannot afford to invest in Learning and Development initiatives.

The reality is that on-the-job learning can often provide more value than textbook or course learning. Offering support and mentorship is key for the younger generations who often need the room to develop their talents and skills.

A few simple processes can make a big difference when it comes to fostering meaningful learning within an organization. For example, experience meetings held weekly can be incredibly informative as team members share successes and failures with each other – creating invaluable lightbulb moments while also providing much needed validation when faced with difficult decisions.


Organizational Structure

As businesses grow, they often face the challenge of choosing the right resources to meet their current demands and enable future growth. Hiring staff is an important part of this process, but it requires careful consideration.

Organizational structure is a key component of hiring decisions. Employers must think through whether they need full-time employees or can use alternative options such as fractional executives, gig workers, or temporary employees. This is especially important in start-ups that may require personnel who can handle chaos and uncertainty.

Finally, it’s important for employers to assess the cost and benefits of investments like idle capacity for future growth. This will help them make informed decisions about which resources are most suitable for achieving their short-term and long-term goals. Ultimately, employers should take into account all available factors when evaluating how to build their organizational structure with the right mix of people and technologies.

Quiet Quitting

Quiet quitting is a hot topic these days, as it can have major implications for businesses and organizations. Whether it’s an individual who is quietly slacking off or a manager whose lack of engagement has led to mismanagement, the impact of quiet quitting can be felt in many different ways.

When it comes to start-ups, the nature of their job descriptions may lead individuals to feel overwhelmed or uncomfortable with chaotic circumstances. This could ultimately lead them to quietly leave without actually doing their jobs. On the other hand, larger companies with clear job descriptions may find people quietly quitting while still completing their work tasks throughout the day.

No matter what the situation is, it’s important to consider the long-term consequences of someone’s quiet quitting before making any decisions about how to handle it. The impact of such a decision can be felt across entire organizations and cultures, so addressing issues early on and dealing with them proactively can help mitigate any potential damage.

Prioritize Your Team

As employers, it is important to recognize the value of our team. Our clients prioritize their team above all else and take great pride in being employers. It can be seen as a vanity metric to use the number of employees we have as an indicator of success; however this ignores the crucial element of gratitude for those people working with us.

It depends on the industry to determine if having many employees is beneficial or not – some businesses may have fewer employees but generate more revenue than others with higher numbers. Consider both profitability and morale when evaluating any such metrics.

Ultimately, employing lots of people should be viewed positively as a sign that your company is doing well enough to provide jobs, rather than simply as a vanity metric. Showing gratitude for those employees that make up your team helps ensure that they stay dedicated and motivated in their work, leading to better results for everyone involved.


Talent is a critical factor in the success of any organization. Companies need to recognize that it’s not just about salary – employees also want to feel like they are aligned with the company’s purpose, values, and culture. To truly retain top talent, companies must invest in creating an environment where employees can grow and develop, with access to learning opportunities, flexible pay, and work-life balance.

When it comes to talent acquisition, patience is key. Building relationships takes time; lowering expectations at the start can help manage expectations further down the line. And don’t forget to trust your people – treat them like valued contributing members of society and give them a reason to stay and make sure they understand how much potential there is for growth on your team.

Ultimately, hiring should be seen as an opportunity for growth. Letting go of talented individuals who will succeed elsewhere might seem difficult at first, but it’s a sign of success – you’ve managed to create an environment in which people can flourish and reach their full potential.

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