Culture works for businesses, culture works for employees, culture works internally in companies to facilitate organizational change, stop churn and make productivity soar.
We solve the problem of churn, lack of productivity and inefficient or noncompliant internal processes. We are experts at implementing organization-wide value and role alignment. We are not like other HR companies. We think and live outside the box. Our team fits into your culture.
Your purpose creates our success. Our focus is culture infused QGPs. Our team impacts culture & talent by aligning & integrating people and processes.
Our team transforms role alignment which in turn increases engagement, creating an operationalized culture, aligned values and most importantly… RESULTS.
Who Needs Coaching? Everyone!
NewsLet’s be honest—when you hear the word “coaching,” you might picture something reserved for top executives or someone struggling to keep up at work. But here’s the truth: coaching isn’t just for a select few; it’s for everyone. No matter where you are in your career—just starting out or running the whole show—coaching can help you grow, solve challenges, and achieve your goals.
Kristi Pastore, CEO and Founder of Culture Works, weighs in:
So, who exactly needs coaching? Spoiler alert: It’s all of us! Let’s break it down.
What is Coaching, Anyway?
Think of coaching as a supportive partnership. It’s not about someone telling you what to do. Instead, it’s about having someone in your corner to help you think bigger, work smarter, and figure out your next steps.
As Kristi puts it, “It’s a relationship where you create mutual accountability.” Your coach provides guidance, asks the tough questions, and cheers you on, but you’re the one who owns the process. It’s your growth journey, and coaching gives you the tools to make the most of it.
1. Coaching for New Hires
Starting a new job can feel like drinking from a firehose. There’s so much to learn, from the company culture to your actual role. Coaching can make this transition a whole lot smoother.
What It Looks Like:
Why It’s Worth It:
With a coach, you’ll hit the ground running, feel less overwhelmed, and start contributing faster.
2. Coaching for Up-and-Coming Leaders
Stepping into a leadership role is exciting, but let’s be real—it’s also nerve-wracking. Suddenly, you’re responsible for more than just your own work. Coaching can help you develop the skills to lead with confidence.
What It Looks Like:
Why It’s Worth It:
With coaching, you’ll feel ready to lead your team and tackle challenges without second-guessing yourself.
3. Coaching for Seasoned Leaders
Even if you’ve been in leadership for years, there’s always room to grow. Maybe you’re navigating a big change at work, or you want to level up your team’s performance. Coaching is the perfect space to work through those challenges.
What It Looks Like:
Why It’s Worth It:
Sometimes, a fresh perspective is all you need to go from good to great. Coaching can help you stay sharp and keep evolving.
4. Coaching for Struggling Employees
When someone’s not performing well at work, it’s easy to jump to conclusions. But often, there’s a deeper issue—maybe they’re unclear on expectations, or they’re feeling overwhelmed. Coaching can help get them back on track.
What It Looks Like:
Why It’s Worth It:
Instead of giving up on an employee, coaching gives them a chance to turn things around.
5. Coaching for High Performers
You might think, “If someone’s already killing it at work, why would they need coaching?” Here’s the thing: even top performers can benefit from support. Coaching helps them avoid burnout, find new challenges, and keep growing.
What It Looks Like:
Why It’s Worth It:
Investing in your best employees shows them you value their growth and want them to stick around.
6. Coaching for Teams
When a team’s not clicking, it affects everything—deadlines get missed, stress levels rise, and people start pointing fingers. Coaching can help a team work better together and tackle challenges head-on.
What It Looks Like:
Why It’s Worth It:
When a team is in sync, the results are incredible. Coaching helps get everyone on the same page.
Coaching is About Growth, Not Fixing Problems
One of the biggest misconceptions about coaching is that it’s only for people who are struggling. That couldn’t be further from the truth. Coaching is about helping people reach their full potential, no matter where they’re starting from.
It’s not about fixing what’s “broken.” It’s about building on strengths, overcoming obstacles, and taking steps toward the future you want.
How Coaching Fits into the Modern Workplace
Today, businesses are realizing that coaching isn’t just nice to have—it’s essential. Employees at all levels want to feel supported and empowered. Coaching provides a personalized way to invest in your team, whether it’s through one-on-one sessions or group coaching.
And the best part? The benefits go beyond the individual. When people feel confident, capable, and connected, the whole organization thrives.
Is Coaching Right for Your Team?
The short answer: yes. Whether you’re helping a new hire adjust, supporting a struggling employee, or pushing a high performer to new heights, coaching has something to offer.
At our fractional HR firm, we specialize in helping organizations like yours find the right coaching solutions. Whether you’re looking to develop leaders, improve team dynamics, or simply create a culture of growth, we’re here to help.
Ready to Get Started?
Let’s talk about how coaching can make a difference for your team. Contact us today to learn more.
Interested in learning more? Check out our blog Role Models in Leadership: Why They’re Important and How to be One, here.
EQ: Coaching vs. Coaxing – What’s the Difference?
NewsEmotional Intelligence is the ability to recognize, understand, and manage our own emotions while being aware of the emotions of others. Leaders who lead with EQ build better relationships, inspire trust, and foster an environment where employees are motivated to perform their best.
EQ impacts every aspect of a leader’s role—from how they handle stress to how they communicate feedback. For leaders focused on development, high EQ means being more effective at helping team members reach their potential in a supportive, empowering way.
So, where does the difference between coaching and coaxing come into play?
Coaching vs. Coaxing: A Key Distinction
In guiding and motivating employees, leaders often lean on two primary methods: coaching and coaxing. These approaches sound similar but have vastly different impacts on team members and overall workplace morale.
Coaching: A coaching approach focuses on supporting and empowering employees. Coaching uses EQ to encourage employees to find solutions, recognize strengths, and explore growth opportunities. A coach provides constructive feedback, listens, and creates an environment of trust.
Coaxing: Coaxing, however, often relies on pressure and persuasion rather than genuine support. When coaxing, a leader may attempt to ‘convince’ employees to perform or meet expectations, sometimes resorting to short-term motivators like external rewards or subtle guilt.
The challenge with coaxing is that it rarely leads to lasting change or genuine buy-in from team members. Coaching, on the other hand, fosters growth, commitment, and resilience.
The Downsides of Coaxing in Leadership
Coaxing might achieve compliance, but it doesn’t foster engagement or development. Here are some reasons why coaxing can be counterproductive in a workplace:
Short-Lived Motivation: Coaxing often relies on temporary motivators or pressure, which can create compliance in the short term but fail to inspire real, lasting change.
Lack of Ownership: When employees feel coerced, they’re less likely to take ownership of their tasks. This can result in a team that does just enough to get by rather than striving for excellence.
Increased Frustration: Coaxing can lead to a toxic work environment if employees feel pressured or manipulated. Frustration can build, which lowers morale, increases turnover, and diminishes the team’s productivity.
Eroded Trust: When leaders use coaxing as a strategy, it can damage trust. Employees may feel they aren’t being genuinely supported, which can decrease engagement and damage relationships in the long run.
Shifting from coaxing to coaching can significantly change your team’s morale, growth, and trust.
The Benefits of a Coaching Mindset
Coaching with EQ isn’t just about avoiding coaxing; it’s about creating a culture of empowerment and support. Here’s why coaching with EQ is far more effective:
Builds Self-Motivation: Coaching helps employees find their own reasons for improvement, leading to more sustainable motivation.
Increases Engagement and Commitment: When employees feel supported and valued, they become more engaged in their work. Engagement leads to higher productivity, job satisfaction, and loyalty.
Encourages Growth and Resilience: Coaching supports personal and professional growth by allowing employees to reflect, set goals, and take ownership of their development. This approach promotes resilience and adaptability.
Strengthens Trust: Leaders who coach build trust and openness, creating a safe environment where team members feel valued. A coaching mindset fosters a positive work culture where employees know they can seek guidance and support.
Practical Tips for Coaching with EQ
Now that we’ve established the value of EQ in coaching, here are some actionable steps to shift your approach and build a coaching mindset:
Practice Empathy
Start by building an understanding of your team members’ perspectives. Listen actively to their concerns, motivations, and aspirations. Empathy is at the heart of EQ, allowing you to tailor your coaching approach to each person’s unique needs.
Use Open-Ended Questions
Encourage reflection by asking questions that allow employees to think critically about their work and personal goals. Instead of “Did you finish the project?” try “What challenges are you facing with the project, and how can I support you?”
Focus on Growth-Oriented Feedback
Coaching is about development, not criticism. Focus on feedback that points toward growth rather than focusing solely on what went wrong. For example, say “This approach worked well. Let’s explore how we can build on that for next time,” instead of “You didn’t do this right.”
Set Clear, Achievable Goals Together
Work with employees to set realistic and achievable goals that align with their strengths and career aspirations. Involving them in goal-setting increases their ownership and investment in the outcomes.
Recognize Efforts and Progress, Not Just Results
It’s easy to celebrate end results, but acknowledging efforts and progress along the way keeps employees motivated. Celebrate small wins, and provide encouragement for continuous improvement.
Encourage Self-Reflection
Incorporate regular check-ins and opportunities for employees to reflect on their progress. Encourage them to consider what’s working, what’s not, and how they can continue to grow.
Culture Works Can Help with Your Coaching
Culture Works can support your shift from coaxing to coaching by providing the tools, training, and resources to foster emotional intelligence and a coaching mindset within your team. We understand that building a workplace culture centered on trust, support, and growth is essential for long-term success. With our expertise, your leaders can master EQ-based coaching techniques that empower employees, boost engagement, and strengthen team morale. Let us help you create an environment where everyone feels valued, motivated, and ready to achieve their full potential.
Read on to learn more about what we do.
The Value of Coaching
NewsCoaching isn’t just for athletes or CEOs anymore. It’s for anyone who wants to grow, improve, and succeed—whether you’re just starting your career or have years of experience under your belt.
Kristi Pastore, the CEO and Founder of Culture Works, has seen firsthand how coaching can make a huge difference in both personal and professional growth.
But what makes coaching so valuable? How does it really help? Let’s break it down.
1. Unlock Your Full Potential
We all have untapped potential. Sometimes, it just takes a little help from a coach to see it and bring it out. Coaching helps you discover new strengths and talents that you may not even know you have. Whether you’re looking to become a better leader, improve your decision-making, or just gain more confidence, a coach can guide you to become the best version of yourself.
2. Stay Accountable and Achieve Your Goals
One of the biggest benefits of coaching is accountability. Having someone who checks in with you, asks tough questions, and makes sure you’re moving forward can help you stay on track.
As Kristi puts it, “Coaching is about creating mutual accountability. You set goals, and your coach helps you take action to reach them.” It’s all about making sure you’re not just talking about your goals but actually working towards them.
3. Improve Your Leadership Skills
Coaching is an amazing tool for leaders who want to keep growing. Even if you’re a seasoned manager, coaching can help you become a more effective leader. It gives you a space to reflect, get feedback, and develop new strategies to connect with your team. Whether it’s working on communication, emotional intelligence, or team-building, coaching helps leaders level up.
4. Overcome Challenges with Confidence
We all face challenges—whether it’s a difficult situation at work or personal roadblocks. Coaching helps you think differently about problems and find solutions you might not have considered. With a coach, you can work through challenges more effectively and stay confident, even when things aren’t going as planned.
5. Strengthen Teamwork and Communication
Coaching isn’t just for individuals. It’s also a great tool for teams. If you want to improve communication, trust, and collaboration within your team, coaching can make a big difference. Coaches help teams identify strengths and weaknesses, work through conflicts, and find better ways to collaborate. When teams work well together, they’re more productive and successful.
6. Advance Your Career
Coaching isn’t just about personal development—it can also help you advance in your career. If you’re unsure about your next move or how to achieve your career goals, a coach can help you map out a plan and give you the guidance you need to take the next step. Whether it’s skill-building, navigating office politics, or figuring out your long-term career path, coaching gives you the tools to succeed.
7. Develop Emotional Intelligence
In today’s workplace, emotional intelligence (EQ) is just as important as technical skills. Coaching helps you develop your EQ, which includes self-awareness, empathy, and the ability to manage relationships. When you improve your emotional intelligence, you make better decisions, handle stress more effectively, and build stronger connections with others—whether at work or in your personal life.
8. Coaching Helps at Every Stage of Life
Coaching isn’t just for people at a specific stage in their careers. Whether you’re just starting out, thinking about a career change, or nearing retirement, coaching can help you make the most of where you are in life. Kristi shares, “Coaching meets you where you are and helps you get to where you want to be.” Every stage of life can benefit from the clarity and guidance that coaching provides.
Why Coaching Matters for Your Organization
Investing in coaching isn’t just good for individuals—it’s great for your entire organization. Coaching helps employees perform better, communicate more effectively, and feel more engaged. It shows that you’re committed to their growth, which leads to higher job satisfaction and retention. For companies, this translates to a more productive workforce and a stronger culture.
A Culture of Growth and Support
Coaching isn’t just about improving skills—it’s about creating a culture of growth within your organization. When coaching becomes part of your company’s DNA, it helps employees feel valued, supported, and encouraged to grow. A coaching culture leads to more engaged employees who are motivated to contribute to the company’s success.
Ready to Try Coaching?
If you’re ready to take the next step in your personal or professional development, coaching can help get you there.
At Culture Works, we offer the Coaxing Service with Kristi, combining coaching and consulting to create an individualized plan for purpose-driven leaders and businesses in the B2B sector. Kristi’s approach helps you stay on track, achieve your goals, and elevate your organization’s success. Ready to start your coaching journey? Reach out today to connect and see how Kristi can help you drive your purpose forward.
Five Signs You Have a Positive Company Culture
NewsAre 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.
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. Why is a positive work culture so important? We’re so glad you asked.
Now, 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:
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!
HR Solutions for Growing Real Estate Firms: Fractional vs. In-House
NewsAs a real estate firm grows, one of the most critical elements to manage is human resources (HR). Whether you’re just expanding or you’re experiencing rapid growth, having the right HR strategy in place can make a significant difference in your ability to attract, retain, and manage talent.
However, as a growing business, you may be wondering whether it’s better to hire a full-time, in-house HR team or to bring in fractional HR services to handle your needs.
In this blog, we will explore both options—fractional HR and in-house HR—helping you determine which model is best suited for your growing real estate firm. Let’s dive into the pros and cons of each approach so that you can make an informed decision.
What Is Fractional HR?
Think of it like this: Fractional relationships are more like adding another team member (or a few team members!) to your organization on a part-time basis.
This considered, hiring a fractional HR team to partner with your in-house HR stakeholder or team involves a more strategic partnership. In a fractional relationship, the fractional team acts as a member of your organization, fulfilling the roles and responsibilities of traditional HR members but without being full-time company employees.
In short, fractional HR services are like hiring part-time employees to assist your existing team. It’s a partnership rather than a replacement. At Culture Works, we believe fractional human resources can help optimize:
How Fractional HR Works
In fractional HR, a dedicated HR professional or a team works with your real estate firm for a set number of hours each week or month. This can range from a few hours per week for smaller needs to a more substantial number of hours for more complex requirements. A fractional HR consultant might assist with hiring, compliance, employee relations, benefits management, and more.
This model is ideal for smaller firms or growing businesses that want to access HR expertise but aren’t quite ready to invest in a full-time team.
Benefits of Fractional HR
So, why should you consider a fractional HR company? Here are three reasons why your business might consider partnering with a fractional HR company (like Culture Works!)
It Saves You Money
CEOs and other business leaders strive to make their company the best possible place to work. In order to do that, leaders need to invest in operationalizing their culture—plus there’s no business owner who wouldn’t like to cut costs where they can.
Hiring a fractional HR company is a cost-effective way to optimize your human resources. Hiring a fractional HR team can help reduce the cost of full-time employees while optimizing your existing team’s functionality.
In fact, did you know that the cost of hiring one full-time, in-house employee (with salary, benefits, etc.) can cost the same as receiving an entire fractional team?
It Provides Additional Expertise and Resources
A fractional HR team can help provide additional expertise and resources to your business.
When you hire a team of human resources experts, you receive a depth of expertise that is different from hiring just another in-house team member. With an entire fractional team, you open yourself up to a greater network of people who can help.
You also give yourself access to the resources that only HR professionals who have been in the industry for 10+ years have access to. Who wouldn’t want that level of expertise and resources?
Our team at Culture Works is comprised of HR experts with years of experience under their belt, including:
Each and every member understands how to integrate company culture with HR operations in order to create a successful company. Read on to learn more about what we do at Culture Works.
Challenges of Fractional HR
Less Control and Oversight
Since fractional HR professionals are not fully embedded in your company, they may not have the same deep understanding of your business and culture as an in-house team would. This can sometimes result in slower response times or less personalized attention.
Limited Availability
Depending on your agreement, fractional HR professionals may not always be available when urgent HR issues arise. If you need immediate attention or need HR support around the clock, fractional HR might not be the best option.
What Is In-House HR?
In-house HR refers to hiring a full-time HR employee or team to manage all aspects of human resources within your firm. This model works best for larger real estate firms with complex HR needs or firms that require a more personalized and hands-on approach to managing their workforce.
How In-House HR Works
An in-house HR team is dedicated solely to your company’s HR functions. This team is responsible for handling recruitment, employee training, payroll, benefits, compliance, performance management, and more. In-house teams also manage employee relations, culture-building initiatives, and help ensure the company is compliant with labor laws and regulations.
In-house HR professionals become integral members of your organization, working alongside other departments to help achieve the firm’s business goals.
Benefits of In-House HR
Full-Time Focus and Dedication
An in-house HR team is dedicated entirely to your firm, which means they can dive deep into your culture, understand the unique needs of your business, and tailor HR strategies to align with your goals. With a full-time team in place, you’ll receive immediate attention and faster response times when issues arise.
Greater Control and Customization
With in-house HR, you have more control over how HR processes are executed. Whether it’s shaping company culture, improving employee retention, or creating a robust training program, an in-house team can work directly with you to customize HR strategies that fit your real estate firm’s needs.
Proactive Management
An in-house HR team is present day-to-day, allowing them to be more proactive about handling employee concerns, anticipating challenges, and taking preemptive steps to improve the workplace. They can work closely with managers and team members to address issues before they escalate.
Challenges of In-House HR
Higher Costs
Hiring an in-house HR team can be expensive, particularly for small to medium-sized real estate firms. Beyond the salary, you must also account for benefits, training, and other overhead costs. This can put significant financial pressure on growing firms with limited budgets.
Resource Limitations
As your firm grows, the HR team may struggle to keep up with the increasing workload. Hiring and managing an HR team also requires additional resources, such as HR software, compliance monitoring, and more, which can be costly.
Scalability Concerns
Unlike fractional HR, which allows you to scale services as needed, in-house HR teams may face challenges when it comes to scaling quickly in response to seasonal spikes or business growth. Expanding an in-house HR team requires time, effort, and additional financial investment.
Which Is Right for Your Growing Real Estate Firm?
Deciding whether to opt for fractional or in-house HR depends on the size of your real estate firm, your budget, and your HR needs. Here are a few factors to consider:
Fractional HR is ideal for smaller or growing real estate firms that don’t yet have the budget or need for a full-time team. It’s cost-effective, flexible, and allows you to tap into HR expertise without the overhead of hiring a full-time staff.
In-house HR works best for larger firms or businesses with more complex HR needs. It offers full-time attention, greater control over HR functions, and the ability to integrate HR strategies into your overall business operations.
If your firm is still in the early stages of growth, fractional HR is often the best option, as it gives you the expertise and support you need without the financial strain of hiring full-time employees. However, as your business expands and your HR needs become more intricate, moving toward an in-house team might be the right step.
Final Notes
The right HR solution for your growing real estate firm depends on several factors, including budget, size, and goals. Whether you choose fractional HR or in-house HR, the key is finding a model that aligns with your firm’s current and future needs. Each approach has its own set of benefits and challenges, but with the right strategy in place, your firm will be better equipped to navigate the complexities of human resources while continuing to grow and succeed.
Interested in learning more? Read on to learn more about when to hire a fractional HR team.
Turning Strategy into Action: Why Operational HR is the Unsung Hero of Business Success
NewsWhen we think about business success, we often focus on things like growth, profits, and innovation. But there’s one area that doesn’t always get the attention it deserves: operational HR. HR isn’t just about hiring and payroll—it plays a huge role in turning company strategy into action. Let’s take a look at why tactical HR matters so much and how it can drive business success.
Let’s explore why 2025 is shaping up to be the year of exceptional HR execution and how businesses can prepare for success.
When HR Execution Goes Wrong
Execution is often invisible when done well, but glaringly obvious when it fails. A stark example is Uber’s 2017 failure to address sexual harassment claims, which led to widespread damage to its culture, public scandals, and the departure of the CEO. This incident underscored the importance of implementing robust HR policies and processes to prevent crises before they arise. It’s a painful reminder that operational HR is not something to be neglected or underestimated—it’s crucial for maintaining organizational health and ensuring business success.
Turning HR Strategy into Action
1. Give HR the Right Tools and Resources
For HR to make things happen, they need the right support. This means giving them enough time, the right technology, and the right people.
2. Encourage Collaboration Across HR Teams
HR is made up of different departments, like recruitment, employee relations, and training. But sometimes these teams work in isolation, which can lead to fragmented and inconsistent results.
By promoting collaboration, HR teams can create smarter, more cohesive strategies that work across the entire employee lifecycle—from hiring to development to retention. For example:
The cross-functional collaboration within HR teams, as well as between HR and other departments, ensures that people strategies are not siloed but are instead aligned with broader business goals. This ultimately results in a more engaged workforce, a higher level of productivity, and better retention rates.
3. Build Well-Rounded HR Professionals
HR pros today need more than just expertise in one area. They need to have a deep understanding of their specialty, but also know enough about the bigger picture to collaborate across different parts of the business. This is why we need “T-shaped” HR professionals: people who are experts in their field but also understand the broader business needs.
4. Empower Line Managers
Line managers are the ones on the front lines, working directly with teams every day. To make sure HR strategies work, we need to give line managers the power to make decisions that impact their teams.
When line managers are empowered:
Research shows that 55% of CHROs are shifting more decision-making power to line managers, and it’s making a big difference in the workplace. Empowered managers are more engaged and more capable of fostering positive employee experiences, which contributes to the overall success of HR strategies.
HR as a Business Partner
HR is no longer just a back-office function—it’s becoming a key player in business strategy. In fact, 93% of CHROs now regularly attend board meetings, helping guide major decisions. By integrating HR into strategic discussions, companies can ensure that their people strategies align with their overall goals.
When HR works closely with other departments, it can help align people strategies with business goals. Cross-department rotations, for example, give HR professionals a chance to see how other parts of the business operate, which helps them create solutions that better meet company needs. This collaborative approach enables HR to influence decision-making at the highest levels and to provide valuable insights that drive business performance.
Furthermore, as companies navigate changes in the workforce—such as remote work, flexible scheduling, and the rise of the gig economy—HR professionals will play a pivotal role in adapting company culture, refining people strategies, and ensuring that business objectives are met.
Learn More About Culture Works
At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance of humanizing, customizing, and simplifying. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. Read on to learn more about what we do.
Aligning Passion and Purpose: How to Integrate Your New Year’s Resolutions into Your Work-Life
NewsThe start of a new year is the perfect time to set fresh goals and resolutions—maybe you’re building new habits, breaking old ones, or just looking to grow and improve. But let’s be honest: by February, a lot of those resolutions start to fade. It’s even tougher when your personal goals feel out of sync with your work life, and finding that balance becomes a challenge.
Here’s the good news: you don’t have to keep your resolutions separate from your work! By connecting your personal goals to your professional life, you can stay motivated and make real progress without feeling like you’re juggling two worlds. Whether your focus is on wellness, learning new skills, or creating better work-life flow, bringing your goals into your day-to-day work can make this year feel more purposeful. Here’s how to get started:
1. Start with Your ‘Why’
Understanding the deeper motivations behind your resolutions is key to integrating them effectively into your life. Ask yourself why you chose these goals—what is it about them that makes you feel energized and excited?
Questions to Clarify Your ‘Why’
Start by reflecting on the following questions:
By identifying these underlying motivations, you’ll find it easier to align your work life with your personal goals. For example, if you’ve set a resolution to learn a new language because you value growth and connection, think about how this might align with work. Could this goal improve communication with global team members or help you engage with international clients? Once you see the connection between your personal ‘why’ and your work, the goal will feel more purposeful.
Example:
If you’ve resolved to focus on physical fitness, recognize that what truly drives you might be the desire for more energy and resilience. Align this with your work by setting goals around wellness breaks, stretching, or even proposing a fitness challenge with colleagues to foster a culture of health.
2. Set Work Goals that Reflect Personal Growth
Setting actionable goals that align with your resolutions helps bring personal growth into your day-to-day work routine. These goals should be clear, manageable, and directly tied to skills or habits you want to build.
How to Make Your Goals SMART
To turn these aspirations into action, make them SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
For instance:
Breaking down large goals into smaller, manageable steps prevents you from feeling overwhelmed and allows you to celebrate achievements as you move forward.
Example:
Consider a resolution to “improve time management.” Break it down by committing to time-blocking your calendar each morning, prioritizing tasks in blocks, and setting aside 15 minutes for reflection each evening to review how the day went.
3. Share Your Goals and Seek Support
While personal goals are, by nature, personal, sharing them with colleagues or your manager can provide accountability and support, making it more likely you’ll stay on track. Having someone to check in with can also make the journey feel less isolating and help you find ways to integrate your goals into daily work.
Communicate with Your Manager
Having a conversation with your manager about your resolutions doesn’t have to feel daunting. Managers often appreciate proactive employees and can offer resources, feedback, or flexibility to help you reach your goals. For instance, if your goal involves upskilling, your manager may support you with learning resources, allow time for attending relevant workshops, or assign projects that align with your growth.
Example:
Suppose your resolution is to learn a new skill, such as data analytics. Sharing this goal with your manager might lead to an opportunity to work on projects that require analytics or even a recommendation for a relevant training program.
Create a Supportive Network
Look for colleagues who share similar resolutions. Whether it’s learning a new software tool, improving productivity, or even health-focused goals, having a “buddy system” at work can keep everyone motivated and accountable. Consider creating a shared goal-setting group that meets bi-weekly to discuss progress and share tips.
4. Prioritize Work-Life Balance
Balancing personal goals with professional responsibilities is a common challenge, but it’s essential to ensure that you’re not overextending yourself. Burnout is counterproductive to personal and professional success, so integrating your resolutions in a balanced way can prevent overwhelming yourself.
Strategies to Balance Your Goals
Set Specific Times for Personal Development: Just like you schedule work meetings, schedule time each week for your resolutions. Treat these sessions as essential and non-negotiable.
Use Micro-Goals: If time is tight, focus on micro-goals. For example, if your resolution is to read more books, commit to reading 5–10 pages a day rather than hours at a time.
Embrace Flexibility: Not every week will look the same. If a work project becomes demanding, allow yourself to adjust your personal goals rather than abandoning them.
Example:
If you aim to get more active, take brief, 5-minute stretch or movement breaks every hour, or use lunch breaks to go for a quick walk. These small actions can make a big difference in your overall well-being without detracting from your work.
5. Track Progress and Celebrate Small Wins
Maintaining motivation throughout the year can be challenging, especially if results aren’t immediate. Keeping track of your progress and celebrating small wins along the way can help sustain motivation and make the journey rewarding.
Track Your Goals Consistently
Set up a system to track your progress—whether that’s a journal, a tracking app, or even weekly reflections. Tracking helps keep goals top-of-mind and allows you to see how small, consistent actions lead to real progress over time.
Celebrate Along the Way
Don’t wait until you reach the final milestone to celebrate. Reward yourself for small achievements to maintain momentum. For example, if you’ve resolved to lead more meetings and you successfully complete your first one, treat yourself to something you enjoy. This will reinforce the positive association with achieving your goals.
Example:
If your resolution is to improve your public speaking skills, acknowledge each successful presentation and treat yourself after. It could be something small, like a favorite coffee or a book you’ve been wanting to read. These celebrations build confidence and keep you moving forward.
Final Thoughts
Aligning your New Year’s resolutions with your work life can be a powerful way to stay motivated and achieve meaningful growth. By focusing on your deeper motivations, setting SMART goals, sharing with your team, maintaining balance, and celebrating wins, you can keep your resolutions alive throughout the year. Not only will this approach bring you closer to personal goals, but it will also help you make your work more fulfilling and aligned with what matters most to you.
So this year, as you work towards your resolutions, remember that it’s not just about reaching the finish line. It’s about integrating those goals into your life in a way that supports both your personal and professional self, bringing passion and purpose into every day.
Interested in learning more? Read on to learn how to set New Year’s Resolutions that Foster Company Culture.
2025: HR’s Essential Role at the C-Suite Table
NewsAs we approach 2025, the way businesses operate is evolving quickly. Technology, employee expectations, and market demands are all shifting. With these changes, HR is taking on a bigger role, no longer just handling hiring and compliance, but actively helping shape company strategies and decisions.
Here’s why HR belongs at the leadership table and how it can drive success for businesses today.
Why HR Deserves a Seat at the Table
Traditionally, HR was viewed as the department that handles hiring, compliance, and employee relations. But let’s be honest—HR does so much more than that! As companies face new challenges and opportunities, HR professionals have unique insights that can help guide the organization’s direction. For instance:
1. HR Knows What Employees Want
HR is all about people. They understand the needs and concerns of employees better than anyone else. As businesses adapt to the evolving workforce—think remote work and diverse teams—HR can provide invaluable insights into what employees really want.
For example: In today’s hybrid work environment, not everyone has the same preferences for working from home or in the office. HR can help the C-Suite understand these nuances and craft policies that resonate with everyone.
2. Talent Strategy is Their Superpower
Let’s face it: finding and keeping top talent is no easy task. As competition heats up for skilled workers, HR has a crucial role in developing smart talent strategies that align with the company’s goals.
What this looks like:
In 2025, HR will be instrumental in creating a talent pipeline that not only brings in the best but also nurtures them for long-term success.
3. Culture Champions
The culture of a company can make or break employee satisfaction and productivity. HR is in a prime position to advocate for a positive workplace culture that reflects the organization’s values.
How they do it:
In 2025, a strong company culture will be a key differentiator, and HR is essential in making that happen.
4. Change Management Experts
Change is a constant in the business world—whether it’s a new technology rollout or a major restructuring. HR is at the forefront of managing these transitions smoothly.
Key roles include:
As organizations face ongoing changes, HR’s expertise will be vital in keeping morale high and ensuring productivity stays on track.
5. Data-Driven Decision-Makers
To truly make an impact at the C-Suite level, HR needs to align its metrics with broader business objectives. This means moving beyond traditional HR metrics, like turnover rates, and focusing on data that reflects the overall health of the organization.
For instance: HR can track employee engagement, productivity, and performance metrics to provide insights that inform strategic decisions. By showing how HR initiatives positively impact the bottom line, HR can secure its place as a key player at the table.
What’s Next for HR in the C-Suite
As we move toward 2025, HR leaders will need to adapt to new expectations. Here are some trends shaping the future role of HR in the C-Suite:
Embracing Technology
Technology is transforming HR, from AI-driven recruiting tools to platforms for employee engagement. HR must leverage these tools to streamline operations and provide valuable data insights.
Prioritizing Employee Well-Being
The conversation around mental health and work-life balance is more important than ever. HR will need to champion initiatives that support employee well-being, ensuring that mental health resources are accessible and effective.
Leading Diversity and Inclusion Efforts
Diversity and inclusion will remain hot topics for organizations looking to attract and retain talent. HR will play a leading role in creating inclusive policies and practices that reflect a commitment to diversity.
Wrapping It Up
The role of HR in the C-Suite is no longer just a nice-to-have; it’s essential for success. As we gear up for 2025, HR leaders will be crucial in shaping strategies, driving engagement, and cultivating a positive workplace culture. By bringing their insights and expertise to the table, HR can help organizations navigate challenges and seize opportunities in an ever-changing landscape.
Learn More About Culture Works
At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance of humanizing, customizing, and simplifying. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success.
Read on to learn more about what we do.
Competence vs. Credentials: How the New Focus on Skills will Drive Productivity in 2025
NewsAs we move closer to 2025, many companies are rethinking how they view talent. While credentials like degrees and certifications still have value, they don’t always show the full picture. What truly matters is competence—the ability to use skills in real-world situations to get the job done.
This shift toward skills-based hiring is gaining momentum. Major companies like Boeing, Walmart, and IBM are already making changes by joining programs like the Rework America Alliance and Business Roundtable’s Multiple Pathways initiative. These efforts aim to remove unnecessary degree requirements and help workers advance from lower-wage to higher-paying jobs. Even states like Maryland have taken action by eliminating degree requirements for many of their public sector jobs, opening up opportunities in fields like healthcare and engineering.
But why are so many organizations shifting to a focus on competence over credentials? The answer is simple: focusing on skills helps solve many of the challenges businesses face today. Let’s dive into why this change is happening and how it can boost productivity.
What’s the Difference?
Before we explore the benefits, it’s important to understand the difference between credentials and competence:
While credentials can be helpful, they don’t always give a clear picture of a person’s abilities. In contrast, competence shows how well someone can perform on the job.
Why Competence is Important Right Now
Adapting to Change
The world of business is constantly changing, and companies need employees who can adapt quickly. Focusing on competence ensures you’re hiring people who can navigate these changes and solve problems effectively. The pandemic taught us that the ability to adapt is more important than ever. Skills-based hiring allows companies to find workers who can rise to the challenge, even if they don’t have a traditional educational background.
Expanding the Talent Pool
When you focus on skills over degrees, you open the door to a much wider range of talent. There are countless candidates out there with hands-on experience that might not show up on a traditional resume. By removing degree requirements, companies can tap into this hidden talent pool and find employees who may have been overlooked. Large companies and smaller businesses alike are seeing more applicants after adjusting job descriptions to focus on skills.
Boosting Employee Morale
Recognizing the value of skills doesn’t just help with hiring—it also boosts morale. When employees feel that their abilities are recognized and appreciated, they’re more motivated to perform well. This creates a positive work environment where people feel valued for what they can do, not just for their background. And when employees feel valued, they’re more likely to stay with the company.
Improving Productivity
Hiring based on competence means you’re bringing in people who are ready to hit the ground running. This reduces the time and resources needed to get new hires up to speed. With the right skills already in place, employees can contribute to projects faster and more effectively.
How to Shift Your Focus Toward Skills
Revamp Your Hiring Process
To prioritize competence, start by changing the way you hire. Instead of focusing solely on degrees and certifications, consider adding skills assessments or practical challenges to your interview process. This will give you a clearer idea of what candidates can actually do. Many companies are already doing this with great success.
In fact, A recent SHRM research report suggests, 79 percent of employers say skills assessments are just as or more important than other hiring criteria, and 36 percent say a job candidate who scores high on an assessment but doesn’t meet the minimum years of experience is very likely to make it onto the list of final candidates.
By rewriting job postings to focus on skills, businesses are seeing a significant increase in qualified applicants.
Support Ongoing Learning
Once you’ve hired the right people, help them continue growing. Invest in training programs, workshops, and other learning opportunities that allow employees to sharpen their skills. This shows your commitment to their development and leads to a more capable, adaptable workforce.
Create Pathways for Internal Growth
Skills-based practices aren’t just for hiring—they’re also key to retaining talent. Many workers leave their jobs because they don’t see opportunities to grow within the company. By offering clear pathways for internal advancement based on skills, you can keep your best employees. For example, some companies have created training programs in partnership with local schools to develop the skills they need internally. This kind of program helps employees advance and keeps companies competitive.
Foster a Culture of Learning
Creating a workplace where continuous learning is encouraged benefits everyone. Organize informal learning sessions, offer access to online courses, and provide opportunities for employees to train in different areas. This not only helps employees develop new skills but also fosters a culture of growth and improvement within the organization.
Read on to learn more about upskilling and reskilling, here.
The Road Ahead: Focusing on Skills
As we look toward 2025, businesses that prioritize competence alongside credentials will have a competitive edge. By embracing skills and adaptability, you can build a more effective and diverse team. This approach not only benefits your organization but also creates a positive workplace where employees feel empowered to thrive.
Learn More About Culture Works
At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance of humanizing, customizing, and simplifying. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success.
Read on to learn more about what we do.