This can be explained for many reasons. One of the biggest draws towards remote work is that location doesn’t matter anymore! A couple of years ago, the “Are you willing to relocate?” section of job applications might have been a scary thing to check off. Now, relocating isn’t required as often.
At Culture Works we focus on the person behind the resume. This approach takes a more people-centered view of employees. It focuses on the value they can bring and what that value means for the organization’s bottom line. This approach also views the future value of employees as an investment the company can make.
Keep in mind that simple language does not mean vague. Another factor to consider is to keep goals specific. For example, simply stating “In 2022 I want the team to get closer” is hard to navigate because there are no tangible ways to measure the success of a goal. One way to switch the language to be more specific could be, “In 2022 we want to have 10 different team bonding days marked in the calendar.”
As you try to attract and retain the best and brightest workers in your business, you can be sure that potential employees are looking for a place where they will feel valued, and enjoy coming to work. That doesn’t always mean smiles and high-fives. Positive company culture means one where accountability, high standards and the ability to give and receive feedback are present.
Value and role alignment is at the core of everything we do in recruiting. Why is it important? With the right people in roles that enhance their strengths and interests, you will likely see more productive employees, more engaged employees, and a happier workforce all around.
It’s important to understand that there is a way to incorporate your company culture into corporate gift giving (yes, gifts for employees and clients!) Corporate gifting is a great way to continue connecting with your employees and clients during a busy season to show that you care, value your partnership, and are thinking of them.
“In accordance with the Employer Shared Responsibility Provisions (ESRP) of the ACA, employers with 50 or more full-time employees and full-time equivalent (FTE) employees identified by the IRS as Applicable Large Employers (ALEs), are required to offer Minimum Essential Coverage (MEC) to at least 95% (70% for 2015 only) of their full-time workforce and their dependents whereby such coverage meets Minimum Value (MV) and is affordable to the employee or be subject to penalties.”
If employees are working from home and don’t fully understand the company’s purpose, then the odds are they aren’t going to seek it out. This is the role of the higher up’s to implement constant purpose-driven actions.