Chris ONeill, Chief Executive Officer, GrowthloopDecember 11, 20244 Min ReadFederico Caputo via Alamy StockIve led organizations at every stage of growth, encountering unique challenges and opportunities at each step. The backbone of any successful venture has always been a cohesive team pursuing a mission that matters, and a perpetual dissatisfaction with the status quo.As I connect with tech business peers and IT leaders, they frequently remark on how difficult it is to foster a healthy and resilient team culture. Burnout is at an all-time high, industry competition demands constant innovation, and it can be hard to build team connections that fuel fulfillment and a shared purpose.Im happy to share my lessons learned -- which have culminated in a Worlds Fair mentality at my current company, GrowthLoop -- to help them attract and nurture the best talent.The Challenges of Hiring Tech and IT TalentThe job market for top tech talent is extraordinarily competitive. Hiring teams cannot give every applicant the attention they deserve, and hiring managers face tough tradeoffs between selecting seasoned professionals or highly skilled newcomers.When we hire, we focus on finding candidates who are eager to work on the cutting edge of technology. We look for team members who believe in our mission and want to push boundaries. In return, we invest in ongoing learning opportunities instead of perks like cold brew on tap and catered lunches.Related:Its easy to get lost in the shiny offerings at some companies, but these freebies rarely lead to lasting happiness and fulfillment. Thats why its crucial to ensure every job description and interaction with a new candidate promotes the long-term professional development and career growth opportunities you provide.Attracting a Diverse Talent PoolSelecting the ideal candidates requires focused attention at each step in the recruitment and hiring processes, including your job location, listing language, and interview strategy.Avoid being confined to only in-person office work. Remote and hybrid setups open the door for a wide range of individuals who deserve consideration regardless of their location.Use inclusive language in job descriptions. Our recruiting team has gone through bias training to put this into practice, which has helped increase our candidate pool diversity by over 30%.Conduct a detailed technical skills audit and soft skills evaluation with cross-functional team members during the interview process.Fostering a Worlds Fair CultureHiring the right talent is one thing. You then need to build a culture that allows them to thrive. We want every member of our team to:Related:Know - Be educated on whats happening and how they can shape the company.Feel - Be invigorated by celebratory actions and constant collaboration.Do - Be empowered to help achieve our goals.We accomplish this by championing a Worlds Fair mentality, a concept inspired by Chicago -- the hometown of our co-founder (and perhaps Chicagos biggest fan), Chris Sell. If youre unfamiliar, Chicago was home to the 1893 Worlds Fair, which showcased 50,000 architectural exhibits from around the world. It celebrated groundbreaking ideas and iconic designs, drawing international acclaim.Weve channeled the fairs principles to guide our culture of collaboration and innovation. There are several ways we do this:AMAs: Every member of our senior leadership participates in Ask Me Anything (AMA) sessions to allow employees across the company to ask questions directly and learn more about each leaders passions, skills, and vision for the future.Cross-team sharing: We dedicate time weekly for every team to celebrate their wins, discuss challenges, and brainstorm how they can move forward with everyone behind them.Monthly town halls: We host a monthly town hall meeting where anyone can ask tough or spicy questions that move us forward.Related:Peer recognition: Team members express gratitude and give their colleagues shout-outs. These are real, personal acknowledgments of hard work and collaboration. They drive our success and are something I look forward to every week.Quarterly hackathons: Every quarter, we take a week to work in cohorts and focus on new and innovative ideas. These have been so valuable to the company -- in fact, many of our best product features have come out of these Hackathons.Each of these activities helps people feel heard and empowered to do the best work of their lives.The Rewards of a Diverse and Collaborative CultureA successful business relies on diverse viewpoints. Diversity and the broad perspectives that come with it will reduce groupthink and fuel creativity that ultimately drives better business outcomes.When people are motivated and feel safe to lend different perspectives and problem-solving approaches, they find solutions faster and unlock innovation. Encourage collaboration and idea-sharing at every level to nurture this culture. Executives should work alongside the team, guide them through challenges, and take their feedback to heart.And last but not least, daily efforts and consistency are vital for helping this culture flourish. By doing so, you can continue to attract the best talent who will help you grow and stay resilient no matter what challenges you face.About the AuthorChris ONeillChief Executive Officer, GrowthloopChris ONeill is the Chief Executive Officer of GrowthLoop and a board director at Gap Inc. (NYSE: GPS). Chris career spans 25+ years featuring roles as Managing Director of Google Canada, CEO of Evernote, co-Founder of Glean, Chief Growth Officer of Xero, and a board director at Tim Hortons (NYSE: QSR). Chris earned a B.A. in Economics (with distinction) from Huron University, and an MBA from the Tuck School of Business at Dartmouth College. Born and raised in Canada, Chris currently resides in Northern California with his wife, two children, and their dog Teddy.See more from Chris ONeillNever Miss a Beat: Get a snapshot of the issues affecting the IT industry straight to your inbox.SIGN-UPYou May Also LikeWebinarsMore WebinarsReportsMore Reports