How can you create a culture of agility to retain employees?

In the realm of leadership, the pivotal task is aligning the team with shared values and a unified vision. Your role as a leader significantly influences the company culture, and instilling a common mission serves as a powerful motivator for the team's success. Taking the time to build a tightly-knit, values-driven team not only cultivates a positive work environment but also becomes a cornerstone for the enduring success of the organization. This commitment to fostering cohesion and alignment is an essential investment in the company's long-term prosperity. #LeadershipExcellence #TeamAlignment #CorporateCulture

I used to hire only military veterans as I thought they were the most adaptable and agile talent out there. I was wrong. They do, but so do many others. But you have to get the values right from the start, or else it’s hard to train that agility post hire. It’s not like we can drag work hires through a military-style boot camp! So I do ask potential hires about their pursuits outside of work, when they have challenges what they do to overcome that, and other behavioral type questions. I find that helps to suss out the agile quality.

Diversity and inclusion impact employee retention. Value different perspectives and skills, promoting an inclusive culture that encourages growth. Taking advantage of this diversity fosters innovation, productivity and employee appreciation.

One way in which a strong culture drives excellent performance, especially in entrepreneurial firms, is the flexibility and autonomy it lends to individual employee performance. A culture's values do not prescribe specific behaviors. By contrast, they compel general classes of performance. Values are deeply rooted elements of shared human experience. There are practically unlimited ways to express a cultural value based on the specific environment one is in. A wider range of options for taking action stimulates motivation because it increases flexibility and autonomy. Even as a community forms, employees can choose to perform in relation to their individual strengths, and the firm is more agile and responsive to unprogrammed challenges.

Everyone acknowledges that people are the most important asset of an organisation. Creating a culture that people want to and be part of is critical I think. Staff stay with a company for a number of different reasons, but trust in your colleagues and in the leaders has to be at the top of the list. A company culture should nurture trust. A transparent environment, based on how you act each day (integrity), will support failure/learning and should allow for autonomy. This will help people to grow. And what’s more everyone is going to want to participate in it.

As a 100% remote non-profit, flexibility and autonomy are not just perks, they're necessities. We empower our team by trusting them to choose their work hours and environment, ensuring they can weave their work around their lives, not the other way around. This autonomy extends to decision-making, encouraging them to take risks and learn from mistakes, which is essential for personal and organizational growth. This approach has heightened our team's satisfaction and engagement, creating a responsive and agile organization that's adaptable to change and resilient in the face of challenges. It's a testament to the power of trust and freedom in the workplace.

Micromanaging a task is the worst thing you can do to your team . It shows your lack of trust in them ,It breaks the overall spirit of the team. Providing your team with the autonomy they need and the team members understands their responsibility Is how a team should perform.

Investir em aprendizado é sempre válido, ainda mais quando se pensa em reter funcionários. Digo por experiência própria, minha rela??o com algumas das organiza??es pelas quais eu já passei foram bem influenciadas pela maneira como a organiza??o me incentivava nos estudos.

I’ll talk about not financial reward but praise. I find praise and critique a quicker feedback tool, and a more effective one. Obviously if someone does something good while being agile, then that deserves praise. The trick is when someone does something that fails while being agile. Then it’s important to praise the approach, and critique the outcome. But doubly focus on the approach and praise that.

Nurturing Employee Loyalty Through Agility: 1. Open Communication: Foster transparent dialogue to keep employees informed & engaged. 2. Flexible Work Arrangements: Provide options for remote work & flexible schedules. 3. Skill Development: Invest in continuous training & development to enhance employee capabilities. 4. Recognition for Adaptability: Acknowledge & reward employees for their agility and innovation. 5. Empowerment: Encourage employees to contribute ideas & actively participate in decision-making. By prioritizing agility, organizations retain talent by offering a dynamic and supportive work environment that values growth, adaptability, and employee contributions. ???? #AgileCulture #EmployeeRetention #DynamicWorkplace ??