In U.S. workplaces, men who speak at length are considered powerful.
Posts Tagged Culture
At ConnectOne Bank in New Jersey, Maria Gendelman works in an environment where, she says, the CEO routinely reserves an empty chair at meetings to remind employees of the customer they serve. In January 2012, Gendelman was the bank’s chief retail and business officer when the CEO asked her to take on the full-time role of chief culture officer.
Beer maker says companies should stick with what makes them great
NEW YORK-If your organization’s culture works, don’t compromise it when expanding to different countries and even to different regions within the same country, said Carlos Brito, CEO of Anheuser-Busch InBev (AB InBev).
Instead of focusing on young applicants’ college degrees, consider their hobbies, travels and pastimes—pursuits that may tell an employer more about what those individuals can bring to a company than “a fancy piece of paper,” child prodigy Adora Svitak told attendees of the Society for Human Resource Management’s 2013 Diversity & Inclusion Conference.
Employee Engagement Should Be a Focus Before It’s Broken
It really is our nature though isn’t it. To not think about things until they are completely screwed up. In the last few years the idea of employee engagement has taken a front seat in our book of leadership speak. It’s important. We like to talk about it. We believe it impacts the bottom line and that is important to us. Yet, we only begin to really focus on it when it’s completely jacked up. And that’s too late.
Can I be honest for a second? If you said no, stop reading.
Discover how the world's top companies create thriving, engaged workforces.
Most leaders know that a winning, engaged culture is the key to attracting top talent—and customers. Yet it remains elusive how exactly to create this ideal workplace—one where everyone from the front lines to the boardroom knows the company's values and feels comfortable and empowered to act on them.
As the Osmond's told us back in the 70s “One Bad Apple Doesn't Spoil the Whole Bunch” - when it comes to love, but what about when it comes to organizational culture? We’re bound to have one or two bad apples in the bunch and sometimes we learn to live with them or give them the boot. But there is something to it when the rotten apple is in a management or leadership role of an organization.
How can great leadership and a strong company culture elevate engagement and drive business performance? Our new white paper, “Winning with Culture: How Leadership Drives Engagement & Performance,” answers that question.
Culture has become a buzz word in the #HR world. We went from Employee Benefits to Employee Rewards to Employee Recognition to Employee Engagement which has created an emphasis on Organizational Culture. Google has created a city to engage their employees; Zappos has re-invented old town Las Vegas for the same purpose. With our personal brands now more prominent than our company logos, the emphasis on culture is no longer the exception but the rule.
While conducting leadership training not too long ago, an individual went on for several minutes about how he would never be a micromanager. In separate training with his staff, I found out that he, in fact was, a micromanager.
I often find this to be the case. Micromanager is such a negative word that no one wants to be defined that way. Yet it is the number one complaint from employees about their supervisors.
Much like how the Baby Boomers are reshaping retirement, the even bigger Millennial generation is causing organizations to rethink how work is accomplished. Employers can benefit by listening to Millennials, said Joe Weinlick, vice president of marketing at Beyond.com, a job board and career-advice website.
As organizations have become more welcoming and, in many cases, keenly interested in actively recruiting diverse employees there is much discussion about what constitutes an inclusive workplace. This is a challenge for many organizations at the local and national levels.
When organizations go global, or have an international mix of diverse employees at a single location, inclusion takes on added complexity through additional layers of cultural considerations such as language, local cultural norms, and sometimes greater divides in socio-economic privileges among employees.
Wanna see a bunch of HR people cry? Put them in the an expo hall the size of an airplane hanger and put Mr. Blake Mycoskie on stage. We HR folk are often called upon to put our emotions in-check....no such luck on Monday morning in Chicago!
A bad online reputation can come back to haunt you.
The job posting was inaccurate, the online application process malfunctioned, the receptionist was rude, the interviewer was 45 minutes late and the recruiter never communicated that you didn’t get the job. You’re glad you didn’t get the job, and you relay your horrible experience via Facebook, Twitter and Glassdoor in an effort to warn others.
Just a quick post today. I’m reading a book and I ran across a section where the author is discussing the differences between two phrases that seem pretty similar but have very different meanings.
- What’s keeping you up at night?
- What gets you up in the morning?
The idea is that focusing on what keeps you awake at night might seem innocuous, but it focuses on fears. What are you afraid of? What’s scaring you? The question assumes that the recipient has worries and fears that they want to share.
That’s because, according to two new studies, employers are concerned that if they hire a negative person, that employee’s bad mojo will infect the workplace like a flu virus.
I am happy to be with our employees today in bricks and mortar rather than in the clouds. You truly are our most valuable resource.
I am sorry that we had some systems issues when we reached out to you. But we are agile, so we created a work around to connect with all of you today, so that we can call out to you a new initiative that will result in a knowledge share.
I want to share with you, our key stakeholders, a new value added initiative that will help build bridges. It is a proactive response to the problems you have raised as engaged participants.
By Jonathan Segal
The term boys’ club refers to the unofficial and often impenetrable group of men—usually white men—in an organization or department who have effective control and power. Being part of or having access to the club is often critical to making the right connections to advance within the organization.
Managers should take the time to recognize all employees on a regular basis, experts say—focusing on behaviors they want to reinforce—rather than singling out certain individuals or groups at scheduled times.