The spread of COVID-19 has impacted various elements of our lives. While many working adults are navigating the new normal of working from home, those who are parents may also be faced with having their children's education shifting to at-home as well.  

As businesses around the world are feeling the effects of the spread of COVID-19, the novel coronavirus, many organizations are responding by telling their teams to begin working from home. 

Creating a great culture starts with collecting all the underlying whys.

We have overcome so many challenges in addressing employee engagement. Time was, HR and engagement leaders had to convince the organization of the importance of investing in rewards and recognition, then engagement — and today, holistic solutions have appeared from the possibilities of technological advancement to bring engagement, wellness, rewards, and so many other aspects of workforce management together in one unified platform. It’s a different time.

Editor's Note: Today we welcome our guest, Mollie Lombardi. This is the third and final part in a 3 part series about workplace culture under a microscope. But first, make sure you check out part 1 and part 2.

Whether you realize it or not, leaders set the tone for the corporate culture from the top. While they alone cannot shift or create culture, leaders are one of the most important resources when it comes to: (1) amplifying or starving your organizational culture; and (2) reinforcing organizational norms and expectations. The key to encouraging both of these foundational principles is the often-under-appreciated skill of giving feedback. Aptitude Research has found that when managers are trained in this critical role of giving feedback, there’s much greater alignment around performance expectations as well as organizational culture. 

10 guaranteed, foolproof, effortless ways to take care of your employee engagement and company culture once and for all. Or not.

“If you want one thing too much, it’s likely to be a disappointment,” declares Augustus McRae in Larry McMurtry’s Pulitzer Prize-winning Lonesome Dove. “The healthy way is to learn to like the everyday things, like soft beds, and buttermilk…a sip of whisky of an evening…”

What’s better than free money? 

Actually, when it comes to reward and recognition programs, quite a few things may be. So says a new study by the Incentive Research Foundation, Award Program Value & Evidence.

Editor's Note: Today we welcome our guest, Mollie Lombardi. This is the first in a 3 part series about workplace culture under a microscope. Next, check out part 2, Your Culuture Under A Microscope: Align. 

The word “culture” when it comes to workplace communities can have many different expectations and definitions.  But while it’s a concept that’s hard to define, it’s very easy to feel. Whether or not we have the words to describe it, every society, group or workplace has a culture that deeply influences the behaviors and outcomes of everything that each entity tries to accomplish. So, what do we do to harness the power of culture, while we simultaneously struggle to define it?

For the past quarter-century, American businesses have expended untold amounts of time and money trying to engage their employees and build a company culture on a foundation of core values and beliefs, attempting to drive passion, purpose and commitment.