Hiring and retaining top talent continues to be a leading challenge for small businesses.
It costs employers 33% of a worker’s annual salary to hire a replacement if that worker leaves.

Companies that focus on their ability to attract, retain, and develop high performers are more likely to experience sustained profitable growth. Culture Forge is a system that helps you and your leadership team improve in these three critical aspects relating to recruiting and retention. It allows businesses to diagnose, assess, and learn to improve your company’s proficiency in attracting and retaining talented employees.

High Turnover is Avoidable

A study of 34,000 respondents concluded that 75% of the causes of employee turnover are preventable (Work Institute 17).

Do job seekers

Think culture is important?

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of U.S. employees would accept a job they love that pays 1/2 their current salary over a job they hate that pays 2x their current salary.

of employees believe a strong company culture is key to business success.

of employees are more likely to quit if they don't like their organization.

of job seekers cite company culture as very important when choosing to apply to a company.

Data compiled from multiple sources

This is

How does it work?

Culture Forge™ addresses fundamental aspects of the people side of your business

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career path

The potential of a long career with adequate opportunities

Company Culture

A reflection of the values and style of the business owner

Compensation & Benefits

Like the ante in poker – it’s just the cost to be in the game


Assimilating new employees into your company culture

Owner Impact

Significantly impacts recruiting and retention

performance Management

Begins with communicating clear expectations

policies & procedures

Documentation equals fairness, consistency, training, and quality

Succession Planning

Identify the positions and people key to your company’s success

professional development

Commitment to the ongoing success and growth of your business

Creating Purpose

Employees are looking for meaning in their work


Hire the “right” people, NOT just people

Trade Promotion

Level of awareness of the industry and local business needs

Here are the

4 tools

  • Diagnostic Matrix
  • Assessment
  • Guide
  • Workbook

Designed to help users determine which of the 13 segments within the system are likely contributors to the problems or symptoms they are experiencing. Based on descriptions provided of consistent problems the company is having in attracting, hiring, and retaining top-level talent, the matrix points the user to the segments that are most likely to be found as root causes of the issues.

This initial element for each segment consists of a series of statements describing what should be in place, or what owners and managers should be doing, to attract and retain top talent. Each statement is rated at a status level based on the actual situation at the company. Completing the Assessments for the elements that are regarded as likely weaknesses will help establish priorities for the actions to be taken.

The Guide is a reference document that provides a detailed explanation of what is required, what should be in place, and the tools to be used. Based on the Assessment ratings, users are referred to the section of the Guide that addresses that topic. Procedures are outlined, and documents and templates are included that support specific processes. In some cases, the user will be referred to other segments within the system for more details.

The Workbook is a planning tool with the purpose of providing detailed action steps that must be executed to put in place the processes, procedures, and behaviors defined in the Guide. Similar to the business objectives and tactics that are part of Violand’s business planning process, the templates provided include areas to identify the person responsible, due date, and status of the action. Each section in the Guide has a corresponding section in the Workbook.

Better cultures compete better