Remarkable Leadership Lessons的动态

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

Employees also need clarity, but of a different kind. Every employee I have managed would give up their so-called perks for one thing: clear expectations. Given your organizational values, which behaviors consistently get rewarded? Which behaviors lead to promotion?

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.

Early in my career, I underestimated the power of employee retention. Investing in our team's well-being has transformed our company culture and boosted productivity. Here’s what I’ve learned: Communication is Key: Regularly engaging with employees and listening to their feedback can uncover valuable insights and areas for improvement. Professional Development: Offering opportunities for growth and learning helps keep employees motivated and committed. Recognition and Appreciation: Simple acts of recognition can significantly boost morale and loyalty. By focusing on these areas, we’ve created a supportive and thriving work environment. Investing in our team’s well-being has not only improved retention but also driven our overall success. ?#EmployeeRetention #Leadership #CompanyCulture

?? Want loyal customers? Start with happy employees. Tiffani Bova puts it perfectly: "The fastest way to get customers to love your brand is to get employees to love their jobs." ? Here's how: → Encourage open communication → Prioritize work-life balance → Recognize great work ?? The payoff? Engaged teams outperform their competitors by 147%. ?? Begin with regular pulse surveys—then act on the feedback. Culture isn’t set and forget. It’s a daily commitment.

Thrilled to share my experience at the Culture First event presented by Culture Amp! I recently had the incredible opportunity to attend the Culture First event, where I connected with fellow HR professionals and gained invaluable insights from industry-leading speakers. Here are some key takeaways that resonated with me: ?? Managers as Trendsetters: Managers play a crucial role in setting the tone for company culture and are trendsetters in fostering a positive work environment. ?? Employees as Ambassadors: Our employees are our biggest ambassadors, and nurturing a culture of engagement and advocacy is essential for organizational success. ?? Feedback Culture: Learning the art of both giving and receiving feedback is crucial for personal and professional growth within the workplace. ?? Performance Enablement: Shifting focus from performance management to performance enablement empowers employees to reach their full potential and drive organizational success. ?? Cultural Muscles: As HR professionals, it's essential to train the cultural muscles within our organizations to create the desired workplace culture. ?? Co-Creation of Values: Involving employees in co-creating the values of the company fosters a sense of ownership and alignment with organizational goals. ?? Reducing Bias: Addressing and reducing bias in the workplace is imperative for creating an inclusive and equitable work environment. Thank you Sarah Saxon (FCIPD), Jasmine Shah, Gunjan Shroff, Jennifer Stephenson, Sarah Muljiani, Hannah Irfan Siddiqui, Ahmed Raza, Heike Virmond, Ph.D. and all the others for sharing their insights and contributing to the enriching discussions. I'm grateful for the opportunity to learn and grow alongside such passionate professionals. Let's continue to champion positive workplace cultures and drive meaningful change together! #CultureFirst #HRLeadership #ContinuousLearning

Building a positive company culture isn't just a “nice to have”—it drives engagement, performance, and retention. Check out these key strategies to make culture your competitive advantage: https://lnkd.in/gbh4Vp8X

The Challenge of Employee Appreciation ?? Showing genuine appreciation for employees can be challenging, especially when aiming to recognize the unique contributions of a diverse team. True appreciation goes beyond generic rewards — it’s about personal touches that resonate. Fortunately, meaningful recognition doesn’t require complex planning or big budgets. Simple, authentic gestures can make a lasting impact: 1?? Personalized Thank-You Notes: A handwritten note acknowledging specific contributions shows you care. 2?? Spotlight Recognition: Highlight employees in newsletters or on social media to celebrate their achievements. 3?? Small Acts of Kindness: Bringing a favorite coffee or treat can brighten a busy day. 4?? Customized Recognition Programs: Let employees choose how they’d like to be recognized, from a team shout-out to a day off. By embedding genuine appreciation into your culture, you create a workplace where employees feel valued and motivated. Let’s foster an environment that celebrates each person’s unique impact! #EmployeeAppreciation #WorkplaceCulture #Leadership #Recognition #DiversityAndInclusion

Culture complement versus culture fit during the hiring process is a great way to ensure that we hire the best employees. Fit is nice but complement means that the employee can enhance the company culture. The secret sauce to keep your best employees is to do what you say on the corporate culture manifesto and nothing more .. hire/train/recognize/promote equitably. Sounds simple but leaders have to apply it across the organization. The moment employees observe disparity and nepotism in how corporate culture practices are applied, it is the end of employee trust. Human asset management is not difficult - it is built on integrity of organization values ..

“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.