Hiring Trends in the New Year

hiring trends in the new year

The hiring process has changed over the last year and will continue to change in 2022. 

Culture Works believes that intentional hiring can be achieved in the new year with the use of role alignment and culture operations. 

These are some of the tools that Culture Works uses with clients, but what other hiring trends are coming in 2022?

Proactive Recruitment

A buzzword that is being thrown around in the HR sector is “proactive recruitment.” Well, it turns out that proactive recruitment is more than a buzzword, it’s also a practical tool to utilize.

Proactive recruitment is exactly what it sounds like. A company might actively talk to candidates who are already hired in another role at another company. It sounds risky, but the main hiring trend of 2022 is that anything goes. The remote work culture has additionally made proactive recruitment more tangible in the workforce.

Remote Work is Here to Stay

LinkedIn did a worldwide analysis on the job market and determined that the most sought-after jobs in the new year are remote.


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.

How Does Remote Work Affect Employee Benefits for the Future? 

Business Insider warns future job seekers to look out for “too good to be true” scenarios. This means that a company may offer a tight-knit community full of happy hours, free lunches, and other one-off perks.

While these offers are tempting, there are sometimes factors about the workplace that are not ideal to work in (despite the tempting happy hour offers).

Some questions to ask about benefits and company culture in 2022 might include:

  • How does this company address burnout? 
  • How does the company implement work-life balance? 
  • Do employees feel they are working in a safe environment? 
  • How is communication handled in the office? 

These questions are a starting point for understanding what companies are painting themselves as—compared to how they actually operate.

How to Narrow Your Search (AKA Avoid the Black Hole of LinkedIn!)

The remote workforce often means remote recruiting and hiring.

If your company posts a job offer, chances are hundreds of applicants are going to see the job posting on LinkedIn. So, how do you narrow down your talent search in the age of “one-click” job recruitment?

On LinkedIn’s blog, they highlight the best practices to use as a company using LinkedIn for hiring. Some of their main focuses for LinkedIn specifically include:

  • “Convert your company followers into new hires
  • Align your search and pipeline in one place
  • Search for new talent based on the profiles of your current top performers
  • Once you’ve found people who seem like a good fit, send them an effective InMail message” 

These are all great tips for after people have applied for a job through LinkedIn, but the time is just as valuable as your own. How can you make the process as simple but effective as possible? Some great guidelines to follow include:

  • Writing job descriptions that are detailed and very clear
  • Use the Search Insights Feature available for recruiters
  • Always, always respond, even if the response is a rejection of their application

The communication process through hiring has shifted. If a potential hire has spent an hour crafting a cover letter and application, and they never hear back regardless of the outcome, then there is less credibility tied to your business based on word-of-mouth.

Market Yourself to Potential Employees

If your company doesn’t have a marketing strategy, you’re already behind. 

While your competitors are marketing themselves to clients and future employees on various social media platforms, you have stayed in the same networking circle.

People love and value the human side of a company.  So, if your company isn’t ready to step into hiring an outsourced marketing agency, there are small steps you can take to start attracting high-value hires.

One of these steps is sharing client and employee testimonials and stories on LinkedIn or any social platforms your company has. This builds a trusting brand that new hires will be looking for when applying for jobs.

Top Skills to Be on the Lookout For

Okay, now you’re active on LinkedIn and have put effort into marketing yourself to potential employees — What’s next?

There are top skills that are being sought after in the 2022 job hiring market. These skills revolve around an individual being adaptable to situations and roles. Along with being adaptable, these following traits should be considered as a hiring manager listed by Hire Digital:

  • Technology 
  • Problem-Solving
  • Project Management
  • Digital Marketing
  • Team Player in a Remote Environment

Are you positive your company has a positive company culture? Oftentimes the positive phrases plastered over a company website don’t ring true for current employees. Learn more by reading the five signs you have a company culture on our blog.

The Difference between Human Capital and Human Resources

the difference between human capital and human resources

Most organizations today focus either on creating a fun, exciting company culture or on producing results. 

What if we told you the real magic happens when you bridge the gap between the two? Understanding your human capital, while operationalizing human resources to create a company culture that thrives is essential to your success. 

What is Human Capital?

Human capital is the measure of skills, knowledge, and experience possessed by employees. These attributes are viewed in terms of their value to your organization.

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. 

How do we define Human Resources?

At Culture Works we specialize in fractional HR. While each company’s situation is different, it’s valuable to know when your business needs an HR team. 

When looking to hire an HR team or manager, some of the roles that they would manage (and implement into human capital) include: 

  • Employee handbooks and manuals
  • Employee conflict
  • Upper management
  • Onboarding
  • Payroll
  • Benefits administration
  • Paid time off and leave
  • Enforcing company policies
  • Contract violations
  • And so much more!

How do human resources and human capital coexist? 

How can you translate human resources into human capital and ultimately into human investment? 

As you look to operationalize your company culture, it is important to understand each of the aspects of talent management. When your company culture and human resources are operationalized a few things happen. 

First, employees feel safer in their workspace. Additionally, they are more engaged and more excited about work. Employees who are engaged in their work will produce more effectively and efficiently, therefore contributing greater value to the organization.

Role alignment leads to better human investment

Role alignment is at the core of the initiative to bridge the gap between human capital and human resources. Optimizing employees’ knowledge, skills, and experience to align them in a role that best fits their strengths is essential to their success. Role alignment is one of the key factors at the heart of an operationalized human resource strategy. It breeds great company culture and produces positive results.

As your employees become more aligned in their roles, your investment in them will pay off. All of these elements align in order to create a successful workplace culture and company overall.

At Culture Works, we operationalize culture to ensure that the right people are in the right roles. With proper role alignment, your employees will increase productivity and engagement. Learn more about why role alignment is the most important part of the hiring process on our blog. 

How to Set New Year’s Resolutions that Foster Company Culture

how to set new year's resolutions to foster company culture

You’ve made it to the new year, congratulations! There are often a lot of goals and New Year’s resolutions that people make for their personal life. The good news is, there’s a way to set goals in the office that foster company culture.

Setting team goals for 2022

Maybe your office normally sets goals each New Year. How realistic are the goals normally? 

We love the optimism of shooting for the stars, truly. But maybe “Fly to Mars with Elon Musk” isn’t as doable this year. It helps as a team to create a combination of goals that are tangible and goals that are long shots. Creating a balanced list means that there will most likely be moments of checking a goal off the list— which feels great— to learning moments. 

One important aspect of setting team goals is speaking in simple terms. The simpler the goal, the easier it will be to reach that goal and check it off the list! 

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.” 

See? Much more manageable. If you need help figuring out what team bonding exercises to do, read our blog, “5 team-bonding exercises that don’t suck.” 

Creating a Collaborative Culture

So, what happens after you make the perfect list of goals for 2022? A list is only as strong as the collaborative effort that continues on with those goals. 

Forbes discusses how to create attainable goals, with the main tips centered around: 

  • “Tangible goals means real results
  • Accountability
  • Follow Approach-Oriented goals
  • Identify pitfalls
  • Set yourself up for success.”

Let’s dive deeper into how these tips can be implemented into your team. 

Accountability in the workplace

As mentioned above, tangible goals will lead to real results. But how does accountability play into reaching a point where real results are accomplished? 

Accountability is key. 

If the set goals are simple and clear for everyone, then accountability will be easier to implement. For example, using the example above of the goal “In 2022 we want to have 10 different team bonding days marked in the calendar.”

Well, If it’s halfway through 2022 and there has only been one team-bonding activity, with no more planned in sight, then a conversation can be had between the team about how to still make that goal achievable. 

Identify internal challenges

The learning process is a part of any goal. As a team, it’s important to identify the internal challenges that could be limiting the ability to achieve the New Year’s resolutions. 

Taking a step back and looking at the processes that are set in place is a great way to start looking at internal challenges. What is holding the team back from achieving their goals? It might be resources, time, culture fit, and everything in between that impacts human nature. If the internal challenges are identified and addressed, then a positive company culture is more likely to follow. 

Are you positive your company has a positive company culture? Learn the “Five Indications of a Positive Company Culture” on our blog. 

5 Team-Building Exercises That Don’t Suck

5 team-building exercises that don’t suck

Here, stand on a table and fall backward into my arms: 5team-building exercises that don’t suck

Picture this: your manager walks into your office, tells you to be in the common room in 15 for ‘team-building’ exercises. What’s your first instinct? Speaking from experience, run! 

What if we told you the days of dreaded, forced team-building exercises are over? Believe it or not, it’s possible to make team-building a positive experience for everyone involved. We know… ground-breaking.

Read more

Five Signs You Have a Positive Company Culture

5 Signs you have a Positive Company Culture

Are you positive? Positive that you have a great company culture, that is? There are a LOT of factors that go into creating positive company culture.  Let’s look at some of the aspects of work that are improved by strong company culture. 

  • Office interpersonal relationships 
  • Employee retention
  • Team communication 
  • Ongoing employee growth and learning 

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.

There is a LOT of talk in the Human Resources space about company culture. But what does a positive company culture actually look like in practice? And does your company have a positive company culture?

What are the green flags that let you know your culture is headed in the right direction? Here’s a brief overview of what to look for: 

You Invest in Your Team

In general, “you get what you pay for” rings true for company culture, especially with leadership investing time, resources and energy into their teams. But what does this look like in practice?

Learning and Development

Culture Works is a big advocate for consistently including Learning and Development (L&D) into the company culture. Investing in your team means more than buying lunch every month (although, who doesn’t appreciate a free meal!?). Quality L&D means investing in your employees daily.

At Culture Works, we start with purpose, people, and process. First: align with a higher purpose, then, get your people on board with how they bring value and are integral to the company’s success, and finally, implement processes that put HR and operations into action to make company culture repeatable and actionable every day. 

Implementing HR processes is at the core of building aligned organizational culture and reaching your business goals. 

Not all team-building exercises involve trust falls or baby pictures. There are many team-building exercises that don’t suck. Some examples include: 

  • Corporate Recess (incorporating play into work)
  • Emotional Intelligence training
  • Learning outings (hands on projects)

Team building and emotional intelligence days are becoming the standard in modern office spaces. But what does continuing education look like? 

Continuing Education

If a company is truly invested in employees and their future, then they are committed to that employees personal and professional growth and development. While on the job training works for vertical depth of knowledge, it takes outside learning to increase the breadth of experience.

Companies can offer to pay for classes or courses that will improve the employee’s skillset or understanding of the industry.

An example of a company that values continued education is Starbucks. Starbucks offers financial aid for any employee who is pursuing higher education. 

Their website states, “We’re committed to the success of our partners (employees). Every eligible U.S. partner working part -or full time receives 100% tuition coverage for a first-time bachelor’s degree through Arizona State University’s online program.”

The result of their investment can be seen in their loyal employees, positive social media presence, and ability to retain workers when other industries are struggling.

Maintaining Neutrality

Politics in the workplace have never been a great idea.  This is, even more, the case now when we have seen political differences creating turmoil within office spaces across the country.

The best strategy to keep the peace is an absence of politics at work. This has become very apparent with the recent shift in vaccine mandates. Read our Founder, Kristi Pastore’s letter to companies who are managing the changes in mandated vaccines HERE.

Creating a “neutral space” does not mean that there is no room for conversation about company policy. It does, however, mean that those discussions will be more productive if they are held in a monitored, structured environment.

At Culture Works, we know that a scared workforce is an unproductive workforce. If the political views of coworkers are hindering anyone’s ability to perform their job, that’s a culture issue that can be addressed, remedied, and cleared for a more peaceful work environment going forward. Making sure that employees feel safe at work should be at the forefront of any company’s initiatives.

A healthy conversation in a scheduled meeting instead of gossiping at the coffee machine will make work a better place to be. 

Retention and Role Alignment

What if we told you your prospects are interviewing you as much as you are interviewing them?

If you’re looking to hire new employees, they will evaluate your company to see if it’s a good fit for them just as you are evaluating whether they are a good fit for you. One key component any new hire is going to seek out is the current company culture. Long-term employees are a sign of positive company culture as are Glass Door reviews, articles your employees post on social media, and whether or not you promote from within. 

Role alignment means that a company sees an individual as more than just a cog in a machine.  When a company values role alignment they may move an employee into a role that is better for that employee’s strengths. Role alignment means tracking an employee’s growth and development and adding or taking away responsibilities when it creates opportunities for growth for that employee. 

The foundation of a business can crack if new hires don’t align with the company’s core purpose. Our team prioritizes role alignment in every recruiting engagement we participate in. Why? We’ve observed time after time that when your employees are aligned in their roles, they are more likely to succeed, be productive and provide long-term value.

A Flexible Work Environment

We live in an age of flexible work environments. Half the country is working off a hybrid work model, others are fully remote, and some are back to going into the office daily.

Creating a flexible work environment, however, goes deeper than where your employees are working from. Going into 2022, there will be an urgent need for more flexible work hours and other considerations.

We’re not saying let your employees work for one hour, then go surfing the rest of the day. Rather, if you’re on a Zoom meeting call with clients or employees who are working from home, there is a chance that a distraction that is unavoidable will come up.

This might mean a kid running into the frame or someone at the door who needs a sign-off on a delivery. There can and should be flexibility in these situations insofar as it doesn’t take away from the productivity of the meeting. 

The biggest way to show you’re flexible in the workplace is if something like this comes up during a call, just take a moment to pause the conversation until everyone can be fully engaged again.

Does all this warm fuzzy stuff make you worried that your employees will be less productive?  We’d challenge you to invite your team to Make Mistakes at Work.  Read on to know why! 

What it looks like to work for (and with!) Culture Works

What it looks like to work for (and with!) Culture Works

Have you wondered what happens behind the scenes at the Culture Works office? Or, what partnering with us looks like? We have many roles and systems in place to make sure we provide the best possible service for your company, which also means hiring the right people.

Culture Works is Your Recruiting Partner

If you partner with Culture Works, we help make the recruitment process as painless as possible (yes, there are many ways to do this without scrolling through hundreds of LinkedIn applications).

We follow a unique process that aligns with your internal hiring team to create and implement a customized recruitment strategy. 

What this process looks like in practice is:

  • Culture Works strives to be an extension of your human resources department that creates or expands ongoing recruiting initiatives 
  • Full cycle coordination of recruitment efforts
  • Scouting and screening of active applicants
  • Candidate recaps and hiring manager debrief sessions

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.

Value Alignment

Our team spends countless hours creating a “bench” of great talent. So, when you’re ready to find a great team member, we know just the people to start your search. 

Glassdoor published a study that highlights what employees value most in the workplace. The culture and values of a company are what employees placed the most emphasis on. Translation? Value alignment is extremely important in ensuring your top employees remain with your company. 

What do we mean when we say value alignment? Value alignment is the process by which your established company values are a match with the candidate you’re speaking with. If your employees value honesty and transparency, but that’s not part of your core functions as a company, you will likely run into problems down the road.  

Oftentimes, miscommunication within a company arises because company values are unclear. One way to avoid this miscommunication is to clearly state your company values and to frequently come back to them.

While you’re running your business, there may be adjustments in your company values, and that’s OK! The process of establishing core values that align with both you and your company is the starting point to aligning on a recruitment strategy that really works. 

Role Alignment

Another area of focus for the Culture Works team when recruiting both internally and for our clients is role alignment. What, you ask, is role alignment?

Role alignment is uncovering the strengths, weaknesses, and interests of your candidate and finding a role that fits those areas. If you have a non-detail-oriented person in a heavy-detail-focused role, they will likely be unhappy and you could lose what could be a great member of your team.

Our team prioritizes role alignment in every recruiting engagement we participate in. When your employees are aligned in their roles, based on experience, personality type, and strengths, they are more likely to succeed. 

It can be tempting to dismiss people who haven’t ticked every box required for the role, but we suggest that you look past the confining checklist under the job description and potentially uncover where they may be a better fit. 

Our process encourages you to focus on other values that can’t be taught. For example, flexibility is crucial for any employee to thrive in a new environment. The employee might not check all the boxes on the job description, but they are eager and quick learners. This sets the company up for a more successful retention rate. 

Talent Strategy

Talent strategy is another factor we encourage in our recruiting partnerships. We help your company attract the right talent. Some of these strategies include:

  • Create an enjoyable work environment
  • Give your employees opportunities for growth
  • Take time to consider who is placed in leadership positions
  • Show recognition to your employees
  • Offer unbeatable compensation and job flexibility
  • Be involved with your employees and foster relationships

The best way to attract future employees is to pay attention to what is happening internally. When you create a company culture that is ideal for both the company and your employees, more people will want to join your organization.

Working for Culture Works

At Culture Works, we like to practice what we preach by fostering a positive work environment that encourages our team to grow both in their career and personally. This means implementing everything mentioned above, and more.

Perks and Benefits 

We value transparency on all levels. This is highlighted on our website where we outline the perks and benefits that all Culture Works employees have access to: 

0-90 Days Onboarding

  • Monthly WFH Stipend
  • 1 time desk experience stipend
  • Participation in awesome company culture events!

90 Days to 1 Year

  • Monthly WFH stipend
  • Participation in company operations and accountability 
  • Flex time
  • Education reimbursement

1 to 5 Years

  • Monthly WFH stipend
  • Participation in company operations and accountability
  • Flex time
  • 401k eligible 

5+ Years

  • Monthly WFH stipend
  • Participation in company culture operations and accountability
  • Flex time
  • Education reimbursement 
  • 401k eligible 

Growth and Development

Logistics aside, there are personal growth opportunities within our company.

How? 

We develop and empower our own team by valuing security, attention to detail, and expertise. We are teachers and students. We are proactive, gritty, and all the way bought into the vision of Culture Works. This means we follow this plan for each employee: 

0-90 Days Onboarding

  • 50% Gameplan
  • 50% Role Aligned with Client-Facing or Client Projects
  • Performance Success System (Gameplan is 30-60-90 and weekly Check Ins with Kristi, founder of Culture Works)

90 days to 1 Year

  • Client team: 100% client facing or client projects 
  • Ops: 100% role aligned with functional ownership
  • Performance Success System: Monthly Check Ins with Kristi)

1 to 5 Years

  • Client and Ops team: Eligible to remove 100% capacity from role or clients, and add VC capacity in leading leaders, leading process, or leading business
  • Quarterly Check Ins with Kristi 

5+ Years

  • Client and Ops team: Eligible to remove 100% capacity from role or clients, and add VC capacity in leading leaders, leading process, or leading business
  • Quarterly Check Ins with Kristi 

Do you still have questions about what it’s like to work with or for Culture Works? Reach out today for more information.

Want to dive deeper into the role alignment conversation? Take a look at this article on our blog, to understand the importance of role alignment in hiring.

How to Incorporate Company Culture into your ‘Corporate Gift Giving’

How to Incorporate Company Culture into your ‘Corporate Gift Giving’

Let’s be real: Gift receiving is everyone’s love language.

It’s the Holiday Season!

The Holiday season is just around the corner! As a company, you don’t want to wait until the last minute to figure out your corporate gift-giving plan.

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 the past, companies might have missed the mark with cheesy mousepads, so let’s step it up! This doesn’t mean your gift has to be expensive. All it takes is some thought and planning.

The Psychology of Gift-Giving

Let’s first chat a little bit about the psychology behind giving and receiving gifts. There are many benefits to corporate gift giving—tangible and psychological.

Picture this: you’re a stressed employee around the holiday season. Work has piled up and there are personal distractions causing more stress than usual (family dynamics are SO fun during the holidays, right?)

Then, you receive an unexpected gift from your boss. Odds are, your day will move forward a lot more positively because of the gift, and more importantly, because it’s an act of appreciation.

From Boss to Staff

One primary way that corporate giving is incorporated is from a boss to an employee. While most companies do include holiday bonuses, there are a few other tokens of appreciation that can help you align company culture and corporate giving.

Again, don’t miss the mark with a mousepad with your company logo on it… Gifts like these come off as a last-minute thought and don’t show true appreciation.

A more thoughtful suggestion is a leatherbound notebook. A notebook can be used for planning work or as a personal writing tool. Either way, if your company focuses on the continued education of employees, this is a great way to show that their mental health is also important to the company.

If you’re unsure about what to give, try and listen to office chatter, hear what they might need or want. It could be something as simple as their favorite bottle of wine or chocolate!

Another great idea: If your company has a favorite place around the corner to get lunch, a gift card is a great, practical gift.

Gifting to Clients

Sending gifts to your clientele is a different story. You might not know them on a personal level like an employee, but don’t fret—there are still ways to show your appreciation.

One thing to avoid is sending tacky merch with your company logo. They already hired you, you don’t need to try and sell them anything.

Perhaps a personalized bottle of wine, fancy cheese, or something else that is specific to your expertise? Gifting something useful is a win. Because let’s be honest, how many branded stress balls have you received, that you still use or even have? Our guess is none.

Another idea is to add personalized touches to client gifts. For example, if you opt for the wine bottle, a wine opener with your client’s logo or name on it would show that extra level of effort and appreciation.

Company Culture

The act of corporate gifting can also provide the opportunity for team bonding. Worried about having boring team bonding exercises? Learn five team bonding exercises that don’t suck, here on our blog! 

One example of a bonding exercise that doesn’t suck is a ‘white elephant’ event with a set price limit. This brings the office together for a laugh and takes away the pressure of getting gifts for multiple coworkers.

Small Businesses: How to Know When You Need HR

Small Businesses: How to Know When You Need HR

Small Business Saturday just happened, so we’re giving all the love to our small businesses! As a small business owner, it’s very important to know when you need HR.


Some of the questions that Culture Works receives on a regular basis are: 

  • What is the purpose of my HR department? 
  • What stage of my business growth should I look into HR members? 
  • What different HR roles do I need for my small business?
  • Is a fractional HR team a better option?

We’re going to break down some of these answers, and hopefully, guide you to understanding the role that HR can play in your small business.

What Is the Purpose of Your HR Department?

Before investing in an HR fractional team or hiring new employees, it can be helpful to gauge what your new team members would be doing for your small business.

Whether you decide to hire a fractional team or HR Manager, these are some of the roles and responsibilities they might cover:

  • Employee handbooks and manuals
  • Employee conflict
  • Upper management
  • Onboarding
  • Payroll
  • Benefits administration
  • Paid time off and leave
  • Enforcing company policies
  • Contract violations
  • And so much more!

When Should My Business Start Looking for HR Team Members?

There are different factors that contribute to the level of HR needed for any company. In the next year, under the Affordable Care Act, the IRS is planning to increase employer penalties. As a small business, there is not much room for a financial error or blow.

One key element that is important to acknowledge is the update in the Employer Mandate:

“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.” 

Depending on the size of your small business, this would be a reason to make your company either partner with a fractional HR team or hire a HR manager to monitor employee benefits and payroll in compliance with the new ACA standards. 

What HR Roles Do You Need?

As mentioned above, an HR manager or HR fractional team is your best bet as a small business. There is a difference in cost and outcome in fractional or outsourced HR, but, of course, this all depends on your specific situation. 

Fractional HR tends to be more cost-friendly because hiring a fractional HR team can help reduce the cost of full-time employees while optimizing your existing team’s functionality. The cost of one full-time employee can be the equivalent of receiving a team of employees’ expertise!

Outsourcing, on the other hand, can mean a variety of things. It can mean completely relying on the outsourced team instead of hiring an in-house team, or it can be a partnership between your existing team with a company that performs similar or complementary functions. An outsourced team is often a replacement for an in-house team or role.

Still wondering if you may need to invest in an HR Manager or Employment Law Attorney? Read on.

What Culture Works is Grateful for This Year

What Culture Works is Grateful for This Year

It’s the season of gratitude, and the Culture Works team wanted to express what they’re thankful for. Read on to hear their responses, and get to know the team a little better!

 What Are You Grateful for This Year?
AmberI am thankful for my kids, and the inspiration they bring to me to be a better person every day. My home, there’s no place like home. And my health, so that I can enjoy so many special moments in life.
AlexisI am thankful for my growing family and the time that I get to have with my daughter. Thankful for my health and wellness and those around me that support me. I am thankful for all the new experiences that I will have as a new mom.
ClaudiaI am thankful for my amazing husband, family, friends and community, and the health of those around me. I am grateful for life itself and the personal growth that comes from traveling to new (and old) places. Last, but not least, having an awesome job where we get to impact so many people!
CourtneyI am grateful for life. I love the life I live. I am healthy, and I have healthy kids and a supportive and loving husband. My family lives close and are all healthy and loving and involved. I try to take in all the small things. Breathing the ocean air, looking at bugs with my boys, taking nature walks, and snuggling. I am grateful for all the little moments that make up life. 
CymbreI am grateful for my health and my family’s health. I am grateful to wake up everyday and have the ability to positively impact the people I encounter.
DianeI have always been grateful for my health and the health of those around me. We can never take that for granted because without it, we cannot experience and share in what this beautiful life has to offer – we need to care for everyone and everything in this world!
HowieI am grateful for my amazing family and friends and always being surrounded by loved ones. I am grateful for music, colors, and the ocean. I am grateful for laughter and for the challenges in life that shape who I am. I am especially grateful for my incredibly loving wife who always reminds me to be grateful.
Jenn There is so much to be grateful for. I am forever thankful for the health and happiness of the people I love. Every day is a gift and I am so blessed to spend them with my family, friends, and loved ones.
KarlaThere is so much I am both grateful and thankful for year-round, but especially around this time of the year. My blessings consist of my sweet and loving family, fur babies, friends, work-family, and always, God.
KateI am most grateful that I get to wake up every morning to a family that is happy and healthy and work that I am passionate about. I have wonderful people in my life that keep me laughing and give me perspective and I will never take that for granted.
KristiI am grateful for time with my mom and family, having the best husband and son in the world, the most amazing best friends, and the best team I’ve ever been honored to work with and drive our purpose!
LeaI am immensely grateful for the continued health and safety of my family and friends.  I’m also thankful for the small pleasures in life: a hot cup of tea, a good book, the smell of the ocean, and fresh doughnuts.
MargieWhat I’m thankful for this Thanksgiving is my good health, my loving family and friends as well as having an awesome job . . . All of these provide for a happy, fulfilling, and peaceful life for which I am deeply grateful!
MichelleI am thankful for the most amazing family. I have the most supportive blood and chosen family who are gracious and wonderful humans.
SabrinaI am grateful for the love from my children, the support from my friends, and the air in my lungs.
SimoneI am grateful for where I am at in my life and everyone who is a part of it. My husband, family, friends, and co-workers make each day’s journey more exciting, fun, and purposeful, and I am extremely thankful for that. 

At Culture Works, we love our team! Interested in learning more about them? With the holiday season coming up, now is the perfect time to read about their favorite holiday traditions (including secret mistletoe and boozy dreidels!)

How to Nail your Remote Company Culture

How to Nail your Remote Company Culture

If you think that working remotely as a company automatically means that positive company culture is out the door, then think again. 

There are steps that you can take as a company to ensure that your employees feel heard and understand that they are valued, even when working from home (WFH). 

Defining your Purpose

At Culture Works we believe that defining your company’s purpose is one of the most important foundations for a positive culture. 

Would you be surprised to hear that your company culture is actually defined by your purpose? 

There’s a statistic that states, “¼ employees are either indifferent or don’t know much about their company’s mission.” 

The numbers speak for themselves, and if an employee has no level of commitment or passion towards the company’s purpose, then fostering a positive work culture will become a more difficult feat. 

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. 

One way to define your purpose is to ask yourself some questions: 

  • How fulfilled are your employees?
  • How does your work impact others? 
  • What’s the meaning behind your work? 
  • What was the original goal of the company — has that changed?
  • Are you spinning your wheels or losing money because of a lack of intentional culture?  

Although those are some big questions to tackle, it’s necessary to define your company’s purpose and improve the remote work culture. 

Defining your Culture with a Hybrid Work Model

Defining your culture through Zoom has proven to be a challenge for many companies. Theresa Larkin from Zoom posted a blog highlighting ways to maintain company culture through a hybrid workforce. 

One of the key tips as many companies are returning to a hybrid model is to “create equity between on-site and remote workers.” 

Some of the ways listed to create a common ground and culture include: 

  • “Create space for hobbies and activities
  • Communicate through a company or team-wide channels
  • Host fun activities
  • Keep everyone informed on your whereabouts.” 

These are some tangible action items that will hopefully jump-start the defining of your company culture. 

Role Alignment in a Remote Workforce

Understanding each employee and their skillset on a deep level will help the whole team dive into positive company culture, this can be done with value and role alignment. 

Forbes speaks of role alignment highly claiming that role alignment can be “getting everyone on the same page” as a long-term goal, or even “understanding everyone’s role.” 

While companies commit to staying remote or moving into a hybrid model, there are bound to be changes in employee roles. People adapt and change, and as a higher-up, it’s important to keep company culture at the core of change. 

Do you dread making mistakes at work? You should actually embrace them! Learn more about why you should make mistakes at work here. 

Practical steps you can take to make your company culture (and yourself) even better.

Count me in!

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