Has your workplace culture just happened or was it consciously created? A lot of smaller companies and mid sized organisations are the product of someone starting out, working really hard and then finding they had a growing team working for them. Truly good culture does not just ‘come about’, it’s well thought out, felt and decided upon through the actions that people (particularly senior management) take.
One of the obvious signs that you’ve got some issues in the culture area is when you have a high turnover of people in the business. If it’s high, then something isn’t right. However, it’s not the only area. It’s one indicator but not the only one. We will cover this off below but be aware that just because someone hasn’t physically left doesn’t mean that you are getting the best of them….
Is your top pick to recruit really wanting to be part of your company or they simply feeling unloved and looking for a quick affair? It’s a familiar scene and wastes time and therefore money! Know the signs and how your People and Culture strategy can make all the difference!
We ‘look up’ to these people… Ever wondered where the term ‘Superstars’ comes from?? Well there you go..If you look at some of the most influential people of all time, they never took the easy path and certainly were not universally liked in many cases but ask yourselves why they made such a mark on mankind?
The economy is moving in an upward direction. This much is clear when you look across most sectors- There are some GOLDEN RULES that are essential to retaining key people so that as a business you have a strong team and a succession plan for the future
It’s not just about the policies and procedures… Policies and procedures are vital to a successful business of any size as they provide a framework from which to benchmark and hold people accountable to. HOWEVER, they tend to be relied upon far too much in companies as the crutch instead of focusing on the important key aspects that need to sit firmly underneath as well on top of this framework.
To ask or not to ask- Top tips for Hiring Managers and Candidates There are definitely inappropriate and unadvisable questions from an EEO point of view but the critical and sometimes overlooked fact when it comes to the hiring process is that it’s a 2 way street.
A place to call home to increase employee engagement- Studies show that people who have personal items surrounding them at work are more likely to have a higher level of engagement
We have the power to make performance appraisals matter. We have the power to make them effective for companies as well as achieving increased levels of employee engagement. We have the power to ensure that people emerge from their reviews in a happier and more inspired state than when they sat down… So why do some organisations do these so badly??
A well-thought out career development plan can increase productivity and revenue – and it can happen FAST