Corporate Culture Articles
Creating an atmosphere of excellence and purpose takes time and patience. So does building a support system that favors employees and allows them to do their best every day.
Effective relationships may be the most significant key to obtaining desired results in a diverse, complex and interconnected business world. Executive leadership often looks to human resources to lead in developing the organization's culture and ensuring that its values are enacted.
Changing company culture seems to remain a Gordian knot that most organizations fail to solve. To some, organizational culture is an abstract concept that eludes governance; to others, a concrete resource that serves as a competitive advantage.
Employee engagement should be taken seriously by all levels of management. Investing in sophisticated video communications technology is no longer enough.
Furthermore, Taylor said companies need to find new employees to, not only grow their business but most importantly, sustain them. He pointed to Walmart as an example. The company just announced they will pay semi tractor trailer drivers $90,000 per year as a way to bring in new talent.
Millennials at work and many others all have an idea of what work burnout is but what are the tell-tale signs you or someone else is experiencing it?
The main measure of success in our field is employee engagement; it's the Holy Grail of the profession. Engaged employees are more productive, and productive employees are able to do things for the top line, bottom line and all the lines in between that can astonish. But most employees are not engaged by most measures.
Company culture refers to employees’ shared norms and expectations. It’s the “how we do things” of your workplace. Your dress code, office noise level and desk layout all reflect your culture. So do more intangible qualities, like how comfortable lower-level employees feel when talking to their supervisors or whether employees spend time together outside of work.
To truly embrace diversity and inclusion in your workplace, you must build employee communications that create an understanding.
Truly embracing diversity and inclusion in your workplace is more than allowing everyone the chance to speak and provide input for all situations and projects.
It's a new year, and that means a new beginning. We resolve to lose weight, exercise more, drink less and countless other things in our personal lives. But, it's also an opportune time to focus on organizational resolutions.
A few years ago, business leaders and Human Resources professionals found an answer to rising workplace stress, increased incivility, and lowered productivity: mindfulness. Since then, many HR tools and apps are making mindfulness an employee benefit with measurable results.
Change management is a necessary and sometimes messy part of HR’s job within any organization. These days, workplaces and companies have to change quickly or be left behind. Employee communications initiatives and software tools can help, but studies show that the best way to engage your employees and move them through transition is with coaching.
More companies than ever before are trying to find the best talent they can before that talent even goes to college. It’s an effort to get a leg up in an increasingly competitive recruitment and retention battlefield for many industries.
Open Enrollment is in full swing and if you’re a small business owner with the ability to offer employees benefits and compensation packages, you’re probably already hearing all about it. Your employees are making the best decisions they can right now to make sure they’re enrolled in health insurance plans that make sense for them. Even as Open Enrollment progresses, there are still several considerations small business owners and leaders need to have.
The field of human resources is changing. Among all the challenges HR professionals face, few are more important than measuring and addressing employee performance. Unfortunately, effective performance management is a topic fraught with questions: Are ongoing feedback sessions preferable to traditional annual reviews? Should performance and compensation be discussed separately or together? These are just some of the issues talent experts grapple with today.