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Culture works for businesses, culture works for employees, culture works internally in companies to facilitate organizational change, stop churn and make productivity soar.

More than Human Resources, we provide the processes to operationalize culture in your organization.

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.

With us you get a partner with depth of knowledge and experience and our custom created wholistic culture solutions.

Our Philosophy.

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. 

In a recent survey conducted among hiring managers, a staggering 75% highlighted the importance of an employee’s emotional intelligence (EI or EQ) over their IQ. The reason? Emotional intelligence directly correlates with higher productivity and increased job satisfaction—ultimately playing a pivotal role in retaining valuable talent within organizations.

Emotional intelligence revolves around perceiving and effectively managing emotions, a skill that can be honed and integrated into various facets of life, particularly in the workplace.

However, embedding emotional intelligence into the workplace isn’t as simple as hosting a Friday afternoon workshop accompanied by acai bowls (though, we wouldn’t oppose that idea!). Developing EQ involves cultivating and consciously maintaining healthy habits—an ongoing process that demands effort and dedication.

Here are some actionable strategies for refining and nurturing these invaluable skills within the professional sphere.

What is Emotional Intelligence?

First things first, what is emotional intelligence? EQ can be broken into four different levels:

  • Perceiving emotions
  • Reasoning with emotions
  • Understanding emotions, and
  • Managing emotions

What are the Best Practices for Developing Emotional Intelligence?

1. Self-Awareness

Reflection and Assessment: Encourage individuals to introspect, so they understand their emotions, strengths, and areas for improvement.

Mindfulness Practices: Promote techniques that encourage reflection, such as debriefs, meditation, or journaling, to foster self-awareness and emotional regulation.

2. Social Influence

Empathy Cultivation: Foster understanding and empathy towards colleagues’ emotions and perspectives, promoting a collaborative and inclusive environment and diversity of thought. 

Effective Communication: Encourage clear, empathetic communication to bridge emotional gaps to build stronger relationships.

3. Solutions Management

Conflict Resolution Skills: Equip employees with the ability to navigate conflicts constructively, focusing on resolution rather than escalation.

Stress Management Techniques: Provide resources and strategies to manage stress, fostering a conducive and healthy work environment.

How to Develop Emotional Intelligence in the Workplace

Now that we’ve reviewed what emotional intelligence is and how it leads to success let’s dive into how you can bring it into your company culture.

Educate Your Team on EQ

How can employees practice emotional intelligence if they don’t know what it is? We suggest educating your team on what EQ is, how they can practice and strengthen their EQ skill set, and how these skills can contribute to their success.

Consider presentations, workshops, or classes. Read on to learn more about our culture operations packages!.

Assess Your Team’s Needs

Leaders can focus efforts by investing time in reviewing where the company culture excels and where it can be improved. For instance, leaders may notice that the giving and receiving of feedback can be improved in their workplace, and implementing the right methods can positively impact company culture by meeting the needs of their team. 

Read on to find more information about our wellness resources.

Prioritize Active Listening

Simply put, active listening is the practice of making a cognizant effort to pay attention and fully engage in a conversation. This can take the form of paraphrasing to show understanding, using nonverbal cues such as nodding and eye contact, as well as practicing curiosity to guarantee alignment in communication.

Provide Purposeful Feedback

Feedback is an essential part of improving a company and company culture, but can get tricky. To provide feedback using a high level of emotional intelligence, we recommend being in a mindset that the feedback is an opportunity to feed forward. Leaders and teams can get better together, collectively, if they lean into this mindset by using some of the following tips. 

Ask Questions

By opening with a question, those who are giving feedback encourage a discussion rather than starting with a negative statement. This can help those who are receiving feedback feel heard and that they can participate in the conversation instead of simply being told they’re doing something wrong.

Describe a Specific Behavior

When giving feedback, leaders should discuss specific behaviors or examples to pinpoint where an employee’s opportunity to learn and grow is. If the feedback given is too vague, the employee may not know what to improve or how to improve. 

Provide Context

Those providing feedback should explain the full context of the situation, including the impact it has on the business or their team. This gives the individual receiving feedback an understanding of why they are receiving these notes and how they can adjust their behavior.

For example, if an employee doesn’t understand the context or impact of a particular behavior, they may feel surprised or that they are being nit-picked. When provided with context, an employee can understand why the behavior may not be beneficial and, therefore, be more open to adjusting.

Try To Understand Their Perspective

Feedback should be a discussion. By asking questions and stepping into the employee’s shoes, those providing feedback can understand why the other person made specific choices.

Further, those receiving feedback would likely appreciate the opportunity to explain themselves in an open, safe space, so as to not feel attacked.

Leaders Should Model Behaviors

Leaders can inspire the rest of the team by actively sharpening their own EQ skills. For instance, management can use active listening skills and make an effort to accept criticism themselves and respond accordingly. In addition, leaders who can provide clear direction and articulate the needs and expectations inspire and encourage teams to identify and commit to the needs and wants so collective change can happen. 

Want Help Bringing Emotional Intelligence Into the Workplace? We Got You!

At Culture Works, we provide the processes to operationalize the culture and EQ you want in your company. Our services include culture, talent and HR assessments, culture operations, recruiting, and consulting.

Read on to learn more about us and why we do what we do.

In the professional sphere, the term DEI—Diversity, Equity, and Inclusion—often gets tossed around like a trendy buzzword. But what lies beneath this acronym? Is it just another corporate jargon, or does it hold a deeper meaning?

Defining DEI

DEI is more than just an acronym; it embodies a profound shift in workplace culture. It’s about intentionally creating an environment where diversity flourishes, equity is the standard, and inclusion becomes the norm. This transformation requires a holistic approach that goes beyond policies—it necessitates a fundamental shift in mindset and behavior.

Reframing the Narrative

So, what should DEI truly stand for? The answer lies in the practices of good people, cultivating a vibrant culture, and HR practitioners implementing what they know best.

Diversify Right

Diversity isn’t merely about ticking boxes for representation; it’s about attracting exceptional talent through strategic acquisition. It involves understanding who fits the role based on skills and expertise, not merely gender or race. Consistent, fair, and unbiased hiring processes, familiar to all, are the key.

Equity: The Fairness Quotient

Equity translates to fairness—especially in compensation and rewards. It’s about valuing individuals for the contribution they bring and aligning their compensation to reflect that. Ensuring pay parity across similar roles within and outside the organization is what equity truly embodies.

Inclusion: Building a Cohesive Culture

Building an inclusive workplace culture involves more than just buzzwords. It’s about operationalizing core values, creating systems that foster performance, establishing a culture operations playbook, nurturing innovation within teams, and continuous training to develop both technical and emotional intelligence.

The Essence of DEI

When we unravel DEI from its buzzword facade, we find a commitment—a commitment to create workplaces where diversity thrives, where fairness prevails, and where everyone feels included and valued for their uniqueness.

Final Notes

The buzz surrounding DEI might be overwhelming, but at its core, it’s a call for better practices, culture, and inclusivity. It’s about creating environments where every individual, irrespective of their background, feels they belong and are valued for their contribution.

DEI isn’t just a trendy phrase—it’s a roadmap to a better, more equitable future in the workplace.

Need a Little Help with Recruitment?

Taking the time to hire the right people will have a host of benefits in the long run. Finding the best fit may not be as easy as a gut feeling and a round of interviews. Luckily, Culture Works is here to help.

At Culture Works, our team is focused on value and role alignment. Our team creates processes for your hiring manager to implement, that make the hiring process efficient and effective. We carefully review and screen each candidate, administer customized assessments, and deliver value and role-aligned people to fit your needs.Read on to learn more about what we do. Then, read on to learn why hiring the right people can lead your business to success in a recession.

In every workplace, there’s a driving force behind effective leadership that goes beyond titles and authority. It’s the presence of role models—individuals whose actions, values, and conduct influence and shape the organizational fabric. These leaders set the tone, inspire greatness, and build the foundation of trust within teams. 

Kristi Pastore, CEO of Culture Works, weighs in:

Let’s explore why role models matter in the workplace and uncover the key qualities that aspiring leaders can embrace to become impactful influencers.

Why Role Models Matter in Leadership

Leadership isn’t solely about making decisions or directing teams. It’s about setting a precedent—a standard of behavior and integrity that others can look up to. Role models in leadership play a pivotal role in shaping organizational dynamics:

Setting the Tone: At the helm of any organization, leaders set the tone for acceptable behavior, ethics, and values. Their actions speak volumes, echoing the ideals they endorse.

Inspiring Others: Exceptional leaders inspire. They ignite the spark of motivation within their teams, fostering an environment where innovation and productivity flourish.

Building Trust and Loyalty: Trust is the cornerstone of effective leadership. Role models cultivate trust and loyalty by demonstrating consistency, reliability, and genuine care for their teams’ well-being.

Characteristics of Effective Role Models in Leadership 

What sets exemplary leaders apart? It’s not just their titles; it’s their embodiment of certain characteristics:

Authenticity: Authentic leaders stay true to themselves and their values. They’re genuine, fostering an environment where honesty and transparency reign.

Transparency and Openness: They’re transparent in their actions and decisions, fostering an atmosphere of trust and open communication.

Empathy and Emotional Intelligence: Understanding the needs and emotions of team members is crucial. Effective leaders empathize and display emotional intelligence in their interactions.

Continuous Learning and Growth: They’re lifelong learners, embracing growth and adaptability. They embody the notion that leadership is a journey, not a destination.

How to Be a Role Model in Leadership

Being a role model isn’t about perfection; it’s about continuous improvement and conscious efforts to inspire others:

Lead by Example: Practice what you preach. Model the behaviors and attitudes you wish to see in your team.

Mentoring and Coaching: Guide and support your team members. Offer mentorship and coaching to help them navigate challenges and grow professionally.

Encourage Diversity and Inclusion: Foster an inclusive environment that respects and celebrates diverse perspectives.

Seek Feedback and Embrace Vulnerability: Show humility by seeking feedback and being open to growth. Embrace vulnerability; it’s a strength, not a weakness.

Communication and Listening: Practice active listening and effective communication. Encourage open dialogue within the team.

Cultivating a Culture of Role Models

Nurturing a culture of role models extends beyond individual efforts:

Recognizing and Celebrating Role Models: Acknowledge and celebrate role models within the organization. Highlight their positive impact.

Leadership Development Programs: Invest in leadership development programs. Equip emerging leaders with the skills and qualities necessary for role model behavior.

Creating Mentorship Opportunities: Establish mentorship programs to foster growth and learning, encouraging the development of future role models.

Final Notes

Role models in leadership embody the very essence of effective leadership—inspiring, guiding, and setting the stage for a positive organizational culture. Aspiring leaders, remember: your actions, words, and values have an immense impact. Strive to be the role model that others look up to, for in doing so, you don’t just lead; you inspire greatness in others.

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 to humanize, customize, and simplify. 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

Business operating systems (BOS) make companies more efficient, operationalize culture and drive them toward their business goals. How? This structure helps organizations clarify responsibilities, identify ownership and performance accountability, establish processes for operations and resolving issues,  and create awareness of cultural expectations and progress reports.

In today’s ever-evolving professional landscape, one thing remains constant: the importance of KSAs (Knowledge, Skills, and Abilities). At our Fractional HR Partner company, we believe that KSAs can be cultivated and fine-tuned at every level of your organization. It’s time to invest in upskilling and reskilling to foster confidence, collaboration, and camaraderie among your workforce. 

But why exactly are KSAs so crucial? Let’s dive into the specifics.

Why Are KSAs Important?

KSAs serve as the bedrock of success in the workplace. They not only boost confidence but also foster teamwork, creating a collaborative and thriving environment. Developing a comprehensive plan to upskill and reskill talent across the board is paramount for long-term success. Here’s the lowdown:

Experience Can Be Gained: In the world of KSAs, experience is a valuable currency that can be acquired with time and effort.

Knowledge Can Be Learned: The power of knowledge lies in its accessibility; it’s yours for the taking.

Competencies Can Be Driven: Building competencies is within your control.

The Most Important KSAs to Upskill or Reskill


  • Be Nosey: Don’t be afraid to ask questions. Curiosity drives learning.
  • Have a Desire to Learn: Cultivate a thirst for knowledge.
  • Build Confidence: Don’t hesitate to seek answers to what you’re unsure about or what piques your interest.

Critical Thinking:

Critical thinking is the compass that helps us navigate right from wrong. Encourage your teams to:

  • Provide Vision and Goals: Set a direction, but also empower your teams to think independently.
  • Perform Objective Analysis: Look at facts without bias.
  • Comprehend Information: Grasp the big picture.
  • Apply Facts and Evidence: Put knowledge into action.
  • Evaluate Issues: Judge situations objectively.
  • Form Individual Ideas and Opinions: Encourage diversity of thought.


Effective communication is the glue that holds teams together. It comes in three essential flavors:

  • Written: Be clear, concise, and action-oriented. Provide context and data for direction and expectations.
  • Interpersonal: Foster empathy and relationships.
  • Active Listening: Seek to understand rather than merely replying.
  • Verbal: Articulate the “why” and use words to motivate, influence, and inspire progress.

Final Notes

In today’s dynamic work environment, cultivating KSAs isn’t a luxury; it’s a necessity. By focusing on curiosity, critical thinking, and communication, you’re setting your team on a path toward innovation and sustainable success. The investment in upskilling and reskilling your team’s KSAs will yield confidence, collaboration, and camaraderie, paving the way for generational triumph. Don’t wait; start building those KSAs today!

Learn More About Culture Works

Maintaining solid company culture during this time can be difficult. But fostering culture is vital to the success of your business. Contact us to see how we can help you optimize your HR department and build a successful company during this transition period.

Setting and achieving goals is a fundamental practice that can positively impact your personal and professional life. Whether you’re a business owner, an employee, or an HR professional, understanding the importance of goals can transform the way you approach your endeavors — and often prove to have some amazing results, if we do say so ourselves!


In this blog, we will explore the significance of setting and achieving goals, and how it can lead to independent thinking, self-esteem, and strength identification. We’ll also break it down into the three key stages of goal management: Goal Setting, Goal Getting, and Goal Winning. Let’s dive in!

Why Do Goals Matter?

Encourages Independent Thinking

Setting goals encourages independent thinking. It empowers individuals to think critically about what they want to achieve, fostering self-reliance both personally and professionally. Whether you’re running a business or managing your career, goal setting encourages you to envision your unique path to success.

Boosts Self-Esteem

Accomplishing goals, no matter how big or small, boosts self-esteem. Every achievement, be it a successful project, a personal milestone, or a career advancement, reinforces your self-worth and confidence. It’s a driving force for continued growth and success.

Identifies Your Strengths

Goal setting not only uncovers your strengths but also highlights areas that may not align with your passions. This self-discovery process helps you focus your efforts on tasks that resonate with your true potential, leading to more fulfilling endeavors.

Fosters a Growth Mindset

Setting and achieving goals keeps your brain, heart, and body challenged. It encourages you to adapt, learn, and overcome obstacles, fostering a growth mindset that is essential for personal and professional development.

Creates Focus

Your time is your most valuable asset, and goal setting helps you make the most of it. By aligning your thoughts, activities, and energy with your goals, you create a focused and purpose-driven life.

Goal Setting – The Attraction: Why is the Want

In this stage, goal setting is about attraction. It’s where your desire for what you want becomes the magnetic force pulling you towards your goal.

Define the Goal and Its Purpose

Start by clearly defining your goal and understanding its purpose. Ask yourself why the goal is important and what the end game looks like. This clarity ensures that you will be motivated and inspired to accomplish it.

Heart and Head Alignment

For attraction to work, your heart and head need to be aligned. You must be both motivated and inspired to chase your goal, whether it’s a personal aspiration or a professional objective. In a business context, ensure that company goals and objectives align with professional development goals for maximum success.

Ask Key Questions

  • Why is the goal important?
  • What is the purpose of the end game of the goal?
  • Why do you want it?
  • Where will you achieve the goal?
  • Are the goal(s) authentic to you?
  • Do you have the power to achieve it personally or professionally?

Goal Getting – Alignment: What Drives the Need

In the goal getting stage, you work on aligning your wants with your needs. It’s the bridge between your desire to achieve a goal and the necessary actions to make it happen.

Align Personal Goals with Growth and Development Objectives

Challenge yourself to live outside your comfort zone. Align your personal goals with growth and development objectives to ensure you’re continually pushing your limits and growing.

Align Team and Department Goals with Company Objectives

In a professional context, it’s crucial to ensure role and value-alignment within your team or department. This alignment ensures that everyone is working towards the same company objectives.

Establish Habits, Behaviors, and Actions

Identify and establish the habits, behaviors, and actions needed to make progress daily, weekly, monthly, and quarterly. This step transforms your goal from a vision to a concrete plan.

Create Accountability

Share your goals and your progress with people you trust. This accountability keeps you on track and motivated.

Key Questions

  • What needs to be accomplished?
  • Who is involved?
  • What does success look like?
  • What habits do you need to make progress?
  • Which resources or limits are involved?
  • What timeframe and progress milestones make sense?
  • How will you stay motivated?


  • Writing your goals down increases your chances of success by 33%.
  • Break down progress milestones into manageable timeframes (days, months, weeks, quarters, years).
  • Share your goals with those who support and believe in you; this creates accountability.

Goal Winning – Action: The How Creates Successful Accomplishments

In the final stage, goal winning, your passion drives you to operationalize the “how” for goal success.

Monitor Progress

Regularly track your goals, measure them, and breathe life into them daily. It’s not just about what you do; it’s also about how you do it. Your mindset and determination play a vital role in success.

Embrace Celebrations

Celebrate your accomplishments, no matter how small. These moments of success are crucial for maintaining motivation and a sense of fulfillment.

Key Questions

  • Are you emotionally charged to drive goal progress through to goal execution?
  • Do you feel excited and inspired to crush the goal when monitoring it often?
  • How do you stay motivated and inspired to “show up” with the right mindset?
  • Are your daily habits feeding goal progress and momentum?

Final Notes

Goals are the foundation of personal and professional growth. They encourage independent thinking, boost self-esteem, help identify your strengths, and even promote a healthier, purpose-driven life. By mastering the stages of goal management, from setting and attracting your goals to aligning your actions with your desires and finally, celebrating your accomplishments, you pave the way for success. In a world where time is your most precious asset, understanding the power of goal setting can transform your life, whether you’re an individual striving for personal growth or a business owner leading your organization to new heights.

As a trusted fractional HR company, Culture Works can help you and your organization achieve your goals, whether they are personal or professional. Contact us today to unlock your full potential and make your goals a reality.

Need Help with Goal Setting?

We are a trusted resource working with companies to improve their processes, operationalize their company culture, invest in their people through leadership training, and bring purpose into everything they do.

Our services provide the processes to operationalize culture in your organization:

  • Intentional Culture Works for businesses
  • Collaborative Culture Works for employees
  • Healthy Culture Works internally in companies to facilitate organizational change, and
  • Values-Driven Culture Works to make productivity soar and reduce churn

Read on to learn how to align company and personal values for success.

Have you ever felt like your HR budgets vanish into thin air, leaving you scrambling to patch up issues reactively? It’s high time to rewrite the playbook and shift the focus from chaotic firefighting to proactive HR budgeting.

At Culture Works, we’re here to guide you on this transformational journey, helping you view your HR budgets in a whole new light. Let’s dive into the world of HR budgeting and explore how you can proactively shape the future of your organization.

Employment Law Budgets: Proactivity vs. Reactivity

Consider your employment law budget. Is it merely a safety net for when legal issues arise, or can it serve as the foundation for creating a compliant and harmonious workplace? It’s time to rethink your strategy and take a proactive approach to employment law compliance.

Understanding the Importance of Employment Law Budgets

Employment law is a critical aspect of HR management that often doesn’t receive the attention it deserves in budgeting. Many organizations allocate funds to deal with legal issues reactively, addressing problems only when they surface. However, this reactive approach can be costly and disruptive to the workplace.

To truly harness the power of your HR budget and create a thriving work environment, it’s essential to view your employment law budget as a strategic investment rather than just a safety net. Here’s why:

Legal Compliance: Employment laws are constantly evolving, and non-compliance can lead to costly fines and legal disputes. By proactively allocating resources to ensure compliance, you not only mitigate legal risks but also build a reputation as a responsible employer.

Workplace Harmony: A proactive approach to employment law can foster a harmonious workplace. When employees feel their rights are protected, they are more likely to be engaged and satisfied, leading to improved morale and productivity.

Cost Savings: Investing in measures to prevent legal issues is often more cost-effective than dealing with lawsuits and penalties. By addressing potential problems before they escalate, you can save your organization significant financial resources.

Talent Attraction and Retention: Companies that prioritize legal compliance and employee rights tend to attract top talent and retain their best employees. Job seekers often consider an organization’s reputation for ethical and legal practices when deciding where to work.

Creating a Proactive Employment Law Budget

To shift from a reactive to a proactive employment law budgeting strategy, consider the following steps:

Regular Compliance Audits: Conduct regular audits to ensure that your organization complies with all relevant employment laws. Allocate resources for these audits in your budget.

Training and Education: Invest in training programs for HR personnel and managers to stay updated on changing laws and best practices. Well-informed staff can help prevent legal issues.

Employee Resources: Allocate funds for resources like employee handbooks, policies, and procedures that clearly outline the rights and responsibilities of both employees and the organization.

Legal Counsel: Establish relationships with legal professionals who specialize in employment law. Having access to legal advice can help you navigate complex legal issues effectively.

Dispute Resolution Mechanisms: Develop effective dispute resolution mechanisms within your organization to address conflicts before they escalate to legal action.

Contingent Agency Recruiters: Breaking Free from the Waiting Game

Navigating the world of contingent agency recruiters often feels like trying to hail a cab in a bustling city during rush hour—a competitive and frustrating experience. But what if you could transform your hiring process to stand out in the talent market? 

Let’s explore strategic decisions that can set your company apart and reduce reliance on external recruiters.

Prioritizing the Essentials

Every company is unique, and so are their HR needs. We’ll discuss the importance of prioritizing HR operations, nurturing company culture, and enhancing culture accountability. Your HR budget should align with your organization’s specific requirements, and we’ll show you how to tailor it accordingly.

Risk Management: Shielding Your Organization from Legal Pitfalls

Lawsuits, litigation, and class actions can be HR’s worst nightmares. However, proactive budgeting can serve as your shield. We’ll delve into strategies for maintaining pay transparency and aligning your compensation strategy with your entire workforce, ultimately creating a fair and equitable workplace that reduces the risk of legal issues.

Final Notes

In the realm of HR, budgeting is not just about numbers; it’s about strategy. Let’s bid farewell to outdated HR budgeting practices and usher in a new era of proactive budgeting that architects success. At Culture Works, we’re your partners on this journey, ensuring that your budget becomes a force to be reckoned with.

Need Some Help With HR Budgeting?

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 HR and Operations to create success. Our approach is centered upon the importance to humanize, customize, and simplify. 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. Then, read on to learn why hiring the right people can lead your business to success in a recession.

In the ever-evolving world of HR and recruitment, it’s high time we ditched the outdated notion of treating candidates as mere warm bodies to fill seats. Today, we’re unraveling the art of crafting a holistic talent strategy that goes far beyond the ordinary.

The Compensation Conundrum

When it comes to talent acquisition, it’s all about devising a comprehensive strategy. Think of it as your company’s secret sauce—a blend of compensation, structure, career progression, and perks that will leave candidates drooling (figuratively, of course).

But don’t stop at the basics like medical and vision benefits; consider the full package. What does your compensation plan look like? How’s the structure designed? What about career development? These are the ingredients that will make your strategy sizzle.

Culture Matters, But It’s Not Magic

Many companies turn to us with the hope that culture can single-handedly solve all their problems. While a strong culture can indeed prevent issues, it won’t magically make existing problems disappear.

At Culture Works, we take a different approach. We delve into understanding the culture you aspire to be, going beyond the words written on your office walls. It’s about how that culture feels and what it looks like. We align your talent strategy with your long-term vision, ensuring you attract candidates who resonate with your values, behaviors, and actions.

The HR Foundation

To truly revolutionize your talent strategy, it’s essential to fortify your HR operations foundation. This means looking at your compensation structure and strategy as part of the whole package.

You can’t have one without the other. Your strategy encompasses the entire compensation package, including rewards, performance paths, and the roadmap to take your team from point A to Z. It’s about ensuring that your job descriptions align with the mindset of the individuals you want to attract.

The Title Trap

Let’s face it; we’ve all seen cases where titles don’t match the actual job. It’s a historical hiccup in HR and succession planning. Misaligned titles set people up for failure rather than success.

At Culture Works, we’re all about setting people up for success. We aim for 80% role alignment and 100% value alignment. How do we bridge that 20% gap? Through performance, training, and development, we pave the way for individuals to reach their full potential.

The Growth Mindset

In our talent strategy, we seek individuals with a growth mindset—those who are eager to grow and develop. They acknowledge that they’re a work in progress and are open to receiving the guidance they need.

Our strategy revolves around figuring out the right compensation to attract such individuals. It’s about looking at the bigger picture and realizing that recruitment is more than just placing a body in a seat.

Final Notes

In the realm of talent strategy, it’s time to break free from outdated practices. Embrace a holistic approach that considers compensation, culture, and the unique growth potential of every individual. At Culture Works, we’re your partners in this journey, helping you craft a talent strategy that goes beyond filling seats—it’s about creating a thriving, dynamic team ready to conquer the future.

In the construction industry, efficient workforce management is the cornerstone of any successful project. However, managing a construction workforce is not always an easy task. But don’t stress, we have a solution – enter fractional HR.

In this blog, we’ll define fractional HR and explore how it can help ensure operations run smoothly. Let’s dive in.

Understanding Fractional HR

With a fractional HR partner like Culture Works, you gain access to a dedicated team of HR and back-office administration specialists who can help you stay compliant and navigate complex HR issues. You also save time and money by leveraging the expertise of seasoned professionals who can help you manage your HR needs more efficiently. So, whether you need assistance with recruiting, onboarding, compliance, or anything in between, your HR partner can help your business grow and thrive.

How Fractional HR Works in Construction Companies

Fractional HR involves collaborating with external HR professionals, often through specialized consulting firms, to handle various HR functions on an as-needed basis. Here’s a closer look at how fractional HR operates within the dynamic realm of construction:

Tailored to Project Phases and Needs

Construction projects go through distinct phases, each with its own set of HR requirements. Fractional HR allows construction companies to customize their HR support according to these phases. 

Flexible Scalability

One of the standout advantages of fractional HR is its flexibility. Construction projects often experience fluctuations in workforce demands. Fractional HR providers can quickly scale up or down their support to align with these changes. 

Expertise Where It Counts

Construction HR encompasses a diverse range of functions, from recruitment and training to compliance management and safety protocols. Fractional HR brings specialized expertise to the table. External HR professionals well-versed in the intricacies of the construction industry can provide insights, strategies, and best practices that directly address the unique challenges this sector faces. This expertise not only ensures smoother operations but also minimizes risks associated with regulatory non-compliance and workforce management.

Cost-Effective Solution

Fractional HR offers construction companies an economical alternative to hiring full-time, in-house HR staff. The overhead costs of maintaining an HR department—such as salaries, benefits, and training—can be significantly reduced with fractional HR. Construction businesses can channel their financial resources into core operations, while still benefiting from top-tier HR support on demand.

Integration with Technology

In today’s digital age, technology plays a crucial role in HR management. Fractional HR often leverages advanced HR software and tools to streamline processes, improve communication, and enhance data management. These technologies facilitate seamless collaboration between the construction company, the fractional HR provider, and the workforce, ensuring that crucial information is accessible and up to date.

A Collaborative Partnership

Successful implementation of fractional HR hinges on effective collaboration between the construction company and the external HR provider. Open communication, defined roles, and a clear understanding of expectations are vital. Regular updates, feedback loops, and the ability to adjust strategies as project dynamics change are integral to a productive partnership.

The Benefits for Construction Companies

Cost-Effective Expertise: Fractional HR offers access to seasoned HR professionals without the financial commitment of hiring full-time staff. This is particularly advantageous for construction businesses that may not require constant HR oversight but still need strategic guidance during crucial phases.

Flexibility and Agility: Construction projects often experience fluctuations in workforce demands. Fractional HR provides the flexibility to ramp up or scale down HR support based on project requirements, ensuring the right personnel are in place when needed most.

Specialized Knowledge: The construction industry has unique HR challenges, from managing transient workforces to compliance with safety regulations. Fractional HR experts familiar with these challenges can tailor solutions that align with the industry’s specific needs.

Focus on Core Competencies: By outsourcing HR tasks, construction companies can redirect internal resources toward their core competencies – building and delivering exceptional projects.

Risk Mitigation: Fractional HR professionals can assist with risk management strategies, including ensuring compliance with labor laws, handling worker’s compensation claims, and minimizing legal liabilities.

Let’s take a look at how these benefits impacted our client!

Case Story: Transforming Culture and Operations through Fractional HR Partnership

Unitis, a construction company, sought a transformative partnership with fractional HR experts to address their key challenges in compliance, culture management, and operational efficiency. The partnership was built around the following areas of focus:

Culture Accountability: The construction company aimed to integrate its core values into the organizational culture. They recognized the importance of having an impartial resource to champion these values and drive commitment throughout the workforce.

Culture Operations: The company desired to optimize team performance and clarity by aligning roles, responsibilities, and compensation structures. They also aimed to develop personalized development plans and impactful job ads to attract the right candidates.

HR Operations: The goal was to enhance operational effectiveness through efficient processes, comprehensive onboarding, and improved employee engagement. They also aimed to establish purposeful and productive company meetings and ensure up-to-date policies and procedures.

Impact & Results

Culture Accountability:

  • Successfully launched company values, fostering a shared sense of purpose and guiding principles.
  • Introduced an incentive program to promote commitment to values and recognized Values Champions.
  • Built a culture of recognition and commitment to the company’s principles.

Culture Operations:

  • Optimized team performance with finalized job descriptions and compensation structures.
  • Conducted a 9-box activity for personalized development plans and impactful job ads.
  • Enhanced recruitment process, attracting qualified candidates.

HR Operations:

  • Enhanced operational efficiency through collaborative process development.
  • Streamlined onboarding with comprehensive training forms and 30-60-90 day check-ins.
  • Transformed company meetings for increased productivity and engagement.
  • Revised handbook policies and procedures to reflect best practices.
  • Improved candidate selection with enhanced interview guides.
  • Gathered valuable insights through multiple employee engagement surveys.
  • Implemented attendance policy and resolved workplace issues effectively.

Check out the full case study of our journey with Unitis, here.

Learn More About Culture Works

At Culture Works, our values make us who we are.

We are a trusted resource working with companies to improve their processes, operationalize their company culture, invest in their people through leadership training, and bring purpose into everything they do.

Our services provide the processes to operationalize culture in your organization:

  • Intentional Culture Works for businesses
  • Collaborative Culture Works for employees
  • Healthy Culture Works internally in companies to facilitate organizational change, and
  • Values-Driven Culture Works to make productivity soar and reduce churn

Read on to learn how people partners are the new HR.