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.
Real #MeToo incidents in the workplace aren't happening in a vacuum. Whether they are the most egregious examples of sexual harassment and abuse, or more subtle acts of unconscious bias, they all happen within a culture that somehow sanctions them.
That is, of course, something of a trick question. Retaining employees is a major part of building a strong operation, but retention of employees is not the primary goal of a business or other organization. Apple Computer may be good at retaining employees, but its top priority is to generate a profit for shareholders, and it does so by producing technology people want to buy. Because it is successful at making a profit with nifty iPhones and such, people like to work there. Yet, I am certain that there is a manager somewhere at Apple who has driven down morale and has lost some good people owing to a management style that does address employee retention.
A boss’ job is to direct and lead his team towards a common goal that is consistent with the overall business message. A boss’ job is to instruct and give necessary feedback to improve the workings of employees. Most importantly, a boss’ job is to ensure the belief in what the company stands for and encourage others to become as passionate as he/she is.
Everywhere you turn in 2018, people are talking about politics. That includes your workplace. Since President Donald Trump’s election in November 2016, it seems like you can’t escape the constant drumbeat of other people’s political messages. With so much political talk in the air, what can an employer do to ensure that its employees’ speech is appropriate without violating their rights?
If you want to make your workplace more attractive to today’s workers and keep them happy once they’re hired, your employees should feel a sense of inclusion. Because feeling a strong sense of belonging and comfort is so vital to a healthy company, recruitment and retention skyrockets when employees feel like they work in an office of inclusion.
Everything from Nordstrom to Jeep, Amazon to SoundCloud – from Walmart to Skype – from Expedia to Delta, companies have all moved to an agile development process, which has radically changed delivery cycles – and the focus on the user experience is unprecedented.
Some companies view on-boarding as something to do that has little impact on the company other than allowing new-hires the opportunity to fill out numerous forms or read company policies and history. But employee onboarding is much more than this.
One by-product of workplaces spreading beyond office walls and to the coordination of many workers around the globe all at once is increasing diversity in workforces. Now, workplace diversity is a necessity for many companies. How can the Human Resources department help support everyone spread all over the globe be more productive and understood?
People calling for a changed culture often are experiencing the painful results of behaviors that are typical in reactive manufacturing organizations. A philosophical intervention is required.
Millennial engagement and career fulfillment begins with the employer and ends with the employee. If a position does not offer an employee the favorable factor (s) of work and life balance, most millennials tend to look elsewhere.
While living in a world of noise where we receive messages 24/7, it is easy to overlook the importance of connecting, engaging and building trust with our listeners.
Innovation, productivity, and sustainable growth are a handful of typical priorities for HR leaders and executive teams. So why is there a huge disconnect between what employers and employees believe is necessary to support these priorities?
Financial wellness has long been a hot topic for employees and employers even before millennials started taking jobs while saddled with huge student debt amounts. With tax season mostly over, there’s no better time to discuss how you can help employees be more secure with their finances.
A very recent study by the Society for Human Resource Management, found that 76 percent of non-manager employees who experienced sexual harassment at work within the last year, did not report it. But now, a new HR chatbot, Spot, has been launched, which aims to help reluctant employees log instances of sexual harassment at work, via an anonymous and impartial 3rd party.
If employee engagement is such a prized goal, what does internal communications planning need to look like to help achieve it? In this guide, Poppulo guest writer and communications expert Andy Blacknell has identified three areas that provide opportunities for Internal Communication to contribute to driving engagement in their organizations.
When you’re in a toxic office situation, it’s easy to blame the boss. Managers have gotten away with uncivil work environments in the name of ‘getting things done’ for decades, but with the rising tensions in the workforce and the winds of change blowing, incivility can cost organizations much more than hurt feelings. In many cases, the costs of incivility spreading throughout a corporate culture outweigh the benefits of ‘getting things done.’
Business is rife with catch phrases, and has been for quite some time. Some are horrid clichés…”run it up the flagpole” or “drink the Kool-Aid.” In fact, in an article for Business Insider, Jacquelyn Smith found 26 catch phrases that are as annoying as the muddied use of the word “literally,” which is presently considered one of the most annoying and misused words in English.