HR professionals today are more than familiar with the concept of corporate or organizational culture. You wouldn’t be reading this if you weren’t. Executives openly ask if they have the right culture in place to meet their goals. Merger and acquisition analysts spend countless hours looking at how a new purchase will affect the corporate culture. A Google search for “organizational culture” brings back 12 million hits. Type in “corporate culture” and you get 48 million.
We’ve been discussing the content from our latest ebook — “Go From Data to Direction: Defining an Employee Engagement Platform for the Modern Workforce” — over the past week. So far, we’ve covered the three challenges facing employee engagement today. Today, we’ll discuss what features you should expect from your employee engagement solution. Let’s jump in!
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…”
Many people in what we’ll call the employee industry believe that we’re shifting from the days of employee engagement to employee experience. We believe that ourselves, and what’s more, fully endorse it as a positive development. It’s a pertinent topic, but we can discuss the hows and whys another day.
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?
A conversation with patient experience experts.
In my previous blog post we talked about what a culture is and how to diagnose it. But the way culture comes to life for most people is through the employee experience. Organizations today are realizing that everything they do contributes to employee experience, from the physical work environment, to the processes, to the tools and technology. Today it’s more important than ever to ensure that your talent management and workforce management tools bring your culture to life. To achieve real value, technology must support the culture and enhance the employee experience.
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.