CultureID的动态

Today is Employee Appreciation Day, but how can we make our employees feel appreciated all year long? Hint: Up your communication skills. Stef Tschida, owner of Tschida Communications, shares how to use this occasion as a catalyst for a more connected and appreciated workforce: 1. Communicate from their viewpoint. 2. Help them know their work matters. 3. Show, don't tell: Transforming company culture can be delicate, especially when maintaining a cherished "family feel." 4. Be transparent: Respect your employees' intelligence and foster trust through transparency. 5. Be visible: Leaders, let's break free from closed doors. Click here for the full article: https://hubs.ly/Q02m2b_l0

September is Global Company Culture Month and it is a fantastic opportunity to reflect on the core values that shape our workplaces. Company culture is foundational; it influences employee satisfaction, retention, and overall productivity. Take time this month to dive into your company culture: ??How do we treat employees? Are there recognition programs? Ways for employees to learn, grow, upskill? ??Do we have a clear company mission that is known to all employees? ??How are decisions made? Is there employee feedback or does the CEO make all the decisions? ??How does our company communicate? Is it an open culture or more of a “keep it to yourself” vibe? ??What are the work expectations and work style? Are all employees clear on the work expectations and volume? Is the work style laid back or a high-performance culture? In addition, celebrate this month by recognizing standout team contributions, initiating discussions about values, and gathering feedback on the cultural environment. To enhance your culture, consider implementing regular team-building activities, transparent communication practices, and inclusive decision-making processes. Take this month to commit to cultivating a positive and engaging company culture! If you want to build a better team and a better culture, try our 15-minute Masterclass at the link in comments. #GlobalCompanyCultureDay #Leadership #WorkplaceCulture

September is Global Company Culture Month and it is a fantastic opportunity to reflect on the core values that shape our workplaces. Company culture is foundational; it influences employee satisfaction, retention, and overall productivity. Take time this month to dive into your company culture: ??How do we treat employees? Are there recognition programs? Ways for employees to learn, grow, upskill? ??Do we have a clear company mission that is known to all employees? ??How are decisions made? Is there employee feedback or does the CEO make all the decisions? ??How does our company communicate? Is it an open culture or more of a “keep it to yourself” vibe? ??What are the work expectations and work style? Are all employees clear on the work expectations and volume? Is the work style laid back or a high-performance culture? In addition, celebrate this month by recognizing standout team contributions, initiating discussions about values, and gathering feedback on the cultural environment. To enhance your culture, consider implementing regular team-building activities, transparent communication practices, and inclusive decision-making processes. Take this month to commit to cultivating a positive and engaging company culture! If you want to build a better team and a better culture, try our 15-minute Masterclass at the link in comments. #GlobalCompanyCultureDay #Leadership #WorkplaceCulture

Dangling shiny new things in front of your employees' faces is not the answer to improving company culture... Neither are pizza parties ?? ?? If you want to show your employees that you're investing in culture, their long-term success with the company, and that you're committed to recognizing their efforts and ideas, consider the following as a starting point: ?? Incentivize things like employee referrals and retention, directly reward employees engaging in business outcomes outside of their disciplines ?? Solicit employee feedback on current company culture efforts and use that feedback to improve your offerings... like ACTUALLY USE THEIR FEEDBACK ?? Don't wait for employees to be disgruntled to look into ways to improve morale... If you do, you've already lost them. And above all else... When you implement new strategies, tools, or anything else that will require employee buy-in, you need to plan ahead, do it with purpose, and be damn sure that you don't drop the ball when it comes to delivering on incentives. Nothing kills a good vibe like forgetting to follow through on an incentive or when someone gives feedback that's never considered.

Building and maintaining a healthy and positive culture is crucial for both organizations and employees. And it can be measured. The question is “How?” Don’t let the dark side of organizational culture prosper. Engagement surveys can be useful, but only if the right questions are being asked. To track company culture means being fearless in finding the warts of an organization, as well as hunting for its beauty spots. We have shown with our?Culture Quotient??assessment tool that it is possible to measure the intangible drivers of organizational performance. Read our latest article below to find out more. Dr Susan Hetrick

One of my favorite signs of a good company culture: Internal Promotions. This can be a good indicator that people are recognized internally for their work and that there are paths for people to grow. Promotions often translate to longer tenures which = a stronger, more well rooted culture. It also often translates to a more empowered team as they feel valued and recognized for their work. A good culture requires more than just internal promotions, but all the best cultures that I have witnessed have ticked this box. What are some other good signs of a good company culture? #culture #growth #recruitment

I am honored once again to have an article published in HotelExecutive on Creating an Effective Work Culture. As our workforce has changed over the last decade, culture is even more important now than it has ever been. The evolution of culture, and how organizations create, embrace, and protect it is defining business landscapes across industries. I am truly honored to work at Southern Management Companies where there is a foundational support for our culture based on common sense, straightforward principles. To me, culture is more than "the personality of an organization from an employee perspective." It is way that we work together to bring our organization's vision to life and ensuring the "how" is representative of our values. Creating this isn't easy, but the rewards are always worth it! https://lnkd.in/eY4_qBnE

Company culture, often described as the heartbeat of an organization, encapsulates its values, norms, and shared beliefs. It is the invisible force that shapes how employees interact, collaborate, and, ultimately, contribute to the company’s success. Within this intricate tapestry, the power of recognition emerges as a potent thread, weaving diverse individuals together. Acknowledging employees’ efforts and achievements can have a profound impact on company culture, fostering an environment where success is celebrated and individuals feel valued.

Do your employees feel valued and appreciated? If you asked your employees, the answer may surprise you. ?? 52.5% of employees wish they were recognized more frequently by their managers and supervisors, and 40.1% want more from their coworkers. Recognition is one of those things that easily gets pushed to the bottom of the priority list. But, when done right, it can be a powerful tool for strengthening belonging, connection, and engagement.

“HOW DO I GET MY EMPLOYEES TO PERFORM BETTER?” “HOW DO I GET MY EMPLOYEES MORE ENGAGED” “WHAT ARE WAYS TO INCENTIVIZE MY TEAM TO BOOST SALES?” Common questions I see and hear all the time. START HERE: What is your culture? Do you have published core values in your business and are all decisions made based on those core values? Does everyone on your team know the goals and mission of your business? Do you know the personal, professional, and financial goals of all of your employees? IF NOT: Change those 4 things and then let me know if you still have a performance and engagement issue.