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Clients.

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. 

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When an employee is underperforming, it can be tough to know how to handle the situation. While terminating their employment may seem like the best course of action, it’s important to follow proper procedures to avoid legal issues.

Hire So You Don’t Have to Fire 

The best way to avoid having to fire someone is to hire the right people in the first place. This means creating effective job descriptions, conducting thorough interviews, and checking references and backgrounds.

To create an effective job description, focus on the specific skills and experience required for the position. Use clear, concise language to avoid confusion and make it easy for applicants to understand what’s expected of them.

During the interview process, ask open-ended questions that allow the candidate to demonstrate their problem-solving and communication skills. Take notes and compare them against the job description to ensure that the candidate meets all the necessary qualifications.

Don’t forget to check references and conduct background checks to ensure that the candidate has a good track record and is a good fit for your organization.

By taking the time to hire the right people, you can save yourself the headache of having to let someone go later on.

How to Retain Good Employees

Retaining good employees is crucial for the success of any business. Not only does it reduce recruitment and training costs, but it also boosts morale and productivity. Here are some effective strategies for retaining top talent:

Offer competitive compensation and benefits: One of the most important factors in employee satisfaction is fair compensation and benefits. Ensure that your pay and benefits packages are in line with industry standards.

Provide growth opportunities: Employees want to feel like they’re advancing in their careers. Offer training and development programs to help them build new skills and advance within the company.

Recognize employee achievements: Regular recognition of employee achievements can go a long way in boosting morale and motivating employees to perform their best. Consider implementing a recognition program that rewards outstanding performance.

Hire Slow Fire Fast

The old adage “hire slow, fire fast” is more relevant today than ever. Taking the time to find the right person for the job can save you time, money, and headaches in the long run. However, when an employee is not performing, it’s important to act quickly to avoid further damage to the team or business.

To hire slow, make sure to:

  • Create effective job descriptions that clearly outline job duties, expectations, and required skills.
  • Conduct thorough interviews that assess both technical skills and cultural fit.
  • Check references and conduct background checks to ensure that candidates are honest and reliable.

To fire fast, make sure to:

  • Clearly communicate expectations and goals to employees, and provide feedback on performance.
  • Document performance issues and provide opportunities for improvement.
  • If improvement is not seen, terminate employment quickly and professionally to avoid any legal issues or damage to the team.

How to Have Difficult Conversations

Managing a team often requires having tough conversations with employees, but it’s never easy. Here are some tips to make the process smoother:

First, make sure you are actively listening to the employee’s concerns and perspective. Empathize with them and try to see things from their point of view. Then, provide clear feedback and discuss any issues or performance problems in a non-judgmental manner.

When giving feedback, be specific about the issue and how it is affecting the employee’s performance. Offer concrete examples and suggest ways to improve, such as additional training or support.

It’s also important to document all conversations with the employee, including any agreements made and follow-up steps. This can help avoid misunderstandings or disputes later on.

How to Fire an Underperforming Employee 

Firing an employee is never easy, but sometimes it’s necessary to maintain the productivity and morale of the team. Here are some steps to follow:

Provide Clear Feedback

Before considering firing an underperforming employee, it’s important to provide them with clear feedback about their performance issues. Schedule a meeting with the employee to discuss the specific areas in which they are falling short and set goals and timelines for improvement. Be sure to document all interactions with the employee to have a clear record of the feedback provided.

Consult with HR

Consulting with HR is an important step in the termination process to ensure that you are following proper procedures and documentation. HR can provide guidance on the company’s policies and any legal considerations that need to be taken into account.

Conduct the Termination Meeting

When conducting the termination meeting, it’s important to be professional and respectful. Explain the reasons for the termination and offer any support or resources to help the employee transition. It’s crucial to avoid discriminatory or retaliatory actions and to document all aspects of the termination process. Have a witness present during the meeting, and prepare a script ahead of time to ensure that you cover all necessary points.

Minimize Risk of Legal Issues

Firing an employee can be a risky process, as it can open up the possibility of legal action. To minimize the risk of legal issues, ensure that the termination is based on performance and not any discriminatory or retaliatory actions. Document all aspects of the termination process, including the reasons for the termination and any support offered to the employee.

Explore All Other Options

Firing an employee should be a last resort after all other options for improvement have been exhausted. Before considering termination, explore all other options, such as additional training or coaching, changes in job responsibilities, or providing additional support or resources.

Remember, firing an underperforming employee is never an easy decision, but sometimes it’s necessary for the productivity and morale of the team. By following proper procedures and communication, you can minimize the risk of legal issues and maintain a positive workplace culture.

Need a Little Help Hiring the Right People?

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 how to build trust with your employees.

a group of people sitting around a table

Ready to take your business to the next level? As your company grows, so do your HR responsibilities, but managing those tasks can be time-consuming and complex. That’s where your fractional HR partner comes in! By streamlining and developing your HR processes, you can take care of your employees, improve efficiency, connect with top talent, stay on top of regulations, and boost your bottom line, all while freeing up time to focus on what matters most – your business.

So, what exactly is fractional HR and how can it help your company grow and thrive for years to come? An external company like Culture Works can partner with you to manage some or all of your HR needs: from day-to-day HR functions to long-term strategic initiatives. Fractional HR covers a broad spectrum of services that can help you streamline and optimize your HR processes.

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. 

What Exactly Does an HR Partner Do?

Some HR services include:

Upgrade Your Hiring Process 

Finding the right talent for your company can be a challenging task, but using an external partner to elevate your recruiting efforts can ease the burden and help you build a solid pipeline of skilled professionals. An HR services provider like Culture Works can provide a proactive and targeted approach to recruiting, managing every aspect of the hiring process, from sourcing candidates to onboarding new hires.

Say Goodbye to Tedious Recruiting Tasks

Recruiting requires time and attention to detail, and by partnering in your recruiting efforts with a team of HR experts, you free up valuable time to focus on your core business. An HR firm can handle recruiting tasks like job posting, candidate sourcing, resume screening, pre-hire job assessments, substance abuse testing, background checks, and medical exams. This allows you to invest more time in strategy and growth opportunities for your company.

Recruiting Services You Can Expect from a Fractional HR Provider

Partnering with a fractional HR provider can offer you access to applicant screening and interviewing, job description and posting support, and onboarding new employees. With these recruiting services, you can streamline your hiring process and increase efficiencies in your organization. An HR provider can help you identify the right talent, ensuring your company culture remains intact while enabling you to scale for long-term growth.

So, if you are looking to upgrade your hiring process, partnering in your recruiting efforts with a provider like Culture Works may be the solution you need.

Proactive Performance Management

Investing in your employees is investing in your business’s success. By gaining external support in strategizing your company’s performance management, you can take a proactive approach to developing your employees’ talent and increasing their job satisfaction and engagement. Here’s how a fractional HR partner can help you achieve these goals:

Revolutionize Your Performance Management

By leveraging a fractional HR partner as an expert in developing a customized performance management system, you’ll be equipped with a program that will provide you and your employees value. The system will allow employees to set performance goals, streamline performance review processes, and receive ongoing feedback to identify competency and skill gaps.

Boost Your Workforce’s Productivity and Engagement

Proactive performance management helps identify areas where your employees need support and training, leading to increased productivity and engagement. Your fractional HR partner can help manage staffing needs, including creating a diverse, equitable, and inclusive workplace through the implementation of DEI programs.

Maintain Accurate Employee Records

Performance management includes keeping up-to-date employee records. Your fractional HR partner can provide support to ensure you’re meeting all compliance and recordkeeping requirements.

Investing in your employees pays dividends. By utilizing a fractional HR partner to level-up your performance management, you can develop your workforce and set your business up for success.

Attract and Retain Qualified Employees 

One of the significant advantages of a focused fractional HR partner is that it can help you attract and retain qualified employees. By partnering with a dedicated HR partner, you can take a proactive approach to recruiting by sourcing and vetting candidates, managing your hiring process, and building a solid pipeline of talent. This approach has long-term benefits, including lower recruiting costs, a stronger organizational culture, and a more experienced workforce.

Develop and Execute an HR Strategy

You want to put your people and culture first, but you don’t know where to begin. That’s where a fractional HR partner like Culture Works comes in! We evaluate your current practices and identify what initiatives will make the most impact and provide the most value to your business and team. We use our experience and knowledge to guide you through the development of those initiatives, the execution, and the change management to ensure your initiatives are a success.

Interested in Learning More?

For small business owners, the phrase “HR Team” might sound a little expensive. If you were to create your own in-house team, you’d probably be right. But with a fractional HR team, and more specifically our Basic: Culture Ops Package, you get a team of experts dedicated to creating a strong culture within your business for an affordable price. And the best part is, you can use us for however long you need us.

And if you’re looking for something more than the Basic Package, check out our Full-Integration Package, or better yet, ask us directly. We look forward to connecting. 

Group Of Multi Ethnic Business Team Sitting Together At Workplace In Modern Office

Company culture plays a vital role in a business’s success, from employee engagement and productivity to profitability. However, operationalizing culture, or turning it into tangible and actionable processes, can be a challenge. Operationalizing culture requires more than just defining company values, it involves fostering a positive work environment, creating a sense of purpose, and establishing company-wide systems and processes.

In this blog post, we’ll explore why operationalizing culture is important and how it can benefit your organization. We’ll also provide some tips and tools to help you measure and operationalize your culture. So let’s dive in!

What Does It Mean to Operationalize Culture?

First, let’s define what we mean by “operationalize culture.”  Operationalizing culture is putting purposeful and impactful systems and processes in place and providing effective leadership training to foster culture alignment company-wide.

In other words, it means taking the abstract concept of culture and turning it into something concrete and actionable. This can involve things like defining your company values, establishing rituals and traditions, and incorporating culture into your hiring and onboarding processes.

So, Why is it so Important to Operationalize Culture?

  • The company culture will be aligned and integrated with Purpose
  • The People will evolve and operationalize the company’s culture through talent strategy and development
  • The company will have aligned Processes to support HR, Ops and Leadership

Let’s dive into more of the benefits of operationalizing culture. 

Benefits of Operationalizing Culture

Consistency

Operationalizing culture helps ensure that your company culture is consistent across all departments and levels of the organization. It also helps to reinforce your culture and make it a part of your company’s identity. When culture is operationalized, it becomes a tangible part of your company that employees can see, feel, and experience.

Attracting Talent

Another benefit of operationalizing culture is that it can help you attract top talent. In today’s job market, many candidates are looking for more than just a paycheck. They want to work for a company that shares their values and has a positive culture. When you have a strong, well-defined culture that is visible in your day-to-day operations, it can be a powerful recruiting tool.

Retaining Employees

Furthermore, operationalizing culture can also help you retain your best employees. By fostering a positive work environment that aligns with your values and mission, you can create a sense of belonging and purpose among your team members. This can lead to increased job satisfaction, engagement, and loyalty. When your employees feel valued and connected to your company, they are more likely to stay with you for the long term.

Improving Organizational Performance

When everyone in your company understands and embodies your culture, it can drive more effective decision-making, collaboration, and innovation. Your team members will be better equipped to work together towards a common goal, and to make decisions that align with your values and mission. This can lead to improved productivity, efficiency, and ultimately, profitability.

Building a Strong Brand Reputation

Finally, operationalizing culture can help you build a strong brand reputation. When your company’s culture is well-defined and consistent, it can create a positive image in the minds of your customers, partners, and other stakeholders. This can lead to increased trust, loyalty, and advocacy, which can ultimately drive business growth.

So, how can you operationalize culture in your organization? 

Here are a few tips:

Define your values: Start by identifying the core values that define your company culture. These values should be specific, measurable, and actionable. Once you’ve defined your values, make sure they are communicated to all employees and integrated into your day-to-day operations.

Establish rituals and traditions: Rituals and traditions are a great way to reinforce your company culture and create a sense of community among employees. This could be something as simple as a weekly team meeting or a more elaborate event like an annual company retreat.

Incorporate culture into your hiring process: When hiring new employees, make sure you are looking for candidates who share your company values and are a good fit for your culture. This could involve asking specific questions during the interview process or conducting culture fit assessments.

Make culture part of your performance evaluations: Finally, make sure you are evaluating employees based on how well they embody your company culture. This can help reinforce the importance of culture and ensure that it remains a priority for everyone in the organization.

What Tools and Resources Can Be Used to Help Measure and Operationalize Culture?

Operationalizing culture requires a systematic approach that involves leveraging the resources and tools available to you. Here are some of the tools and resources that can help you measure and operationalize your culture:

  • Surveys: Solicit feedback from your employees to ensure that you are not tone-deaf to their needs and expectations. Listening to your team and taking their feedback into account can help you establish initiatives that are impactful and valued.
  • Company values: Establish company values and integrate them into company practices and branding. When your values are aligned with your practices and branding, it creates a cohesive culture that is easily recognizable both internally and externally.
  • Communication channels: Create company-wide communication channels that improve awareness, emphasize culture expectations, and give recognition. Examples include newsletters, culture-focused email blasts, and communication platforms.
  • Performance Support System (PSS): A PSS can provide the necessary support to employees to enable them to perform their jobs effectively. Providing meaningful PSS can help employees feel supported and empowered.
  • Learning and development: Implement learning and development tools, such as solid training plans for new hires and opportunities for continued education and development internally. This goes beyond just a PIP or through the performance management process.
  • Team outings and events: Foster team building and stronger engagement by organizing team outings, events, and activities that create a sense of unity and purpose.
  • Purposeful meetings: Make meetings more meaningful by aligning them with company goals and values. This can help ensure that meetings are productive and that everyone is working toward the same objectives.
  • Job descriptions and job ads: Specify culture and value expectations in job descriptions and job ads to ensure that there is stronger alignment between your culture and your hiring process.
  • Recruitment process: Maximize the available recruitment tools, such as your LinkedIn page and interview guides, to attract candidates that are aligned with your culture and values.

Final Notes

Operationalizing culture is about taking the abstract concept of culture and making it a tangible part of your day-to-day operations. By defining your values, establishing rituals and traditions, incorporating culture into your hiring process, and making culture part of your performance evaluations, you can create a strong, consistent culture that attracts and retains top talent. 

Need Some Help With Operationalizing Culture?

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. Then, read on to learn why hiring the right people can lead your business to success in a recession.

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Whether it’s a new technology implementation, a rebranding effort, or a company-wide restructuring, change is a constant in the world of business. The good news?  There are effective ways to manage change and make the process as smooth as possible. 

So, let’s dive into some strategies for effective change management.

First, What Do We Mean by Effective Change Management?

Effective change management refers to the process of planning, implementing, and managing change in a way that minimizes the negative impacts and maximizes the benefits. 

Why is Change Management Crucial for Small and Mid-size Businesses?

Effective change management can help businesses minimize the negative impacts of change and ensure that changes are implemented successfully. When changes are not managed effectively, it can lead to a range of problems, such as lost productivity, low morale, financial losses, and damage to the business’s reputation.

For small and mid-size businesses, lost productivity can be particularly detrimental, as they may have fewer employees and resources to absorb the impact. Low morale can also be a significant risk, as employees may feel left out of the change process, uncertain about their future, or concerned about their job security. Financial losses hit small and mid-size businesses harder, as they may not have the same financial cushion as larger organizations to absorb the impact of lost revenue or additional expenses.

Finally, poor change management can damage a small or mid-size business’s reputation, making it harder for them to recover and grow. Negative publicity or customer dissatisfaction can harm a business’s brand, leading to a decrease in sales and customer loyalty.

Strategies for Effective Change Management

Create a Plan

Before embarking on any significant change, it’s essential to create a plan. Your plan should outline the reasons for the change, the expected timeline, and the resources needed. 

Here are the essential elements that your plan should have to ensure success:

First, define your strategic goals. What’s the overall objective of this change, and how does it fit into your broader business objectives? Keep your focus on the big picture.

Next, identify the metrics that will measure your success. Establish a baseline, and set clear key performance indicators that will help you track progress.

It’s time to think about implementation. Who’s on your team, who’s overseeing the change, and who needs to sign off on each stage? These details will help ensure that everyone is on the same page.

Lastly, define the project scope. What specific steps and actions are needed to make this change happen? What’s included in the project, and what’s not? Be prepared for any potential roadblocks that may arise along the way.

While it’s important to have a solid plan, it’s also crucial to remain adaptable. The implementation process may throw unexpected challenges your way, so be prepared to adjust as needed. With a thorough plan and some flexibility, you’ll be well on your way to successful change management.

Communicate Effectively

Communication is key when it comes to change management. Be sure to communicate the plan to all relevant parties and be transparent about the reasons for the change. It’s also important to provide regular updates throughout the process to keep everyone informed.

Involve Your Team

Your team is your most valuable asset, so it’s important to involve them in the change process. This includes soliciting feedback and ideas, providing training and support, and encouraging open communication. By involving your team, you can tap into their collective knowledge and expertise, leading to better outcomes.

Stay Flexible

Change can be unpredictable, so it’s essential to remain flexible. Your plan should be adaptable to any unforeseen challenges or opportunities that arise. Be open to feedback and willing to adjust the plan as needed.

Celebrate Successes

Change can be difficult, so it’s important to celebrate successes along the way. Recognize and celebrate milestones and accomplishments throughout the change process. This not only boosts morale but can also help sustain momentum as the organization moves forward.

Review, Revise and Continuously Improve

Change is an ongoing process. It is important to realize that even change management strategies require constant adjustment throughout a project. This process should be integrated into every step to detect and eliminate obstacles, just like communication. The effectiveness of this process depends on the dedication to measurement and analysis, similar to the need for resources and data. Although change can be challenging, it is essential to continuously enhance strategies for optimal results.

Common Challenges in Change Management

Change management can be a tricky task with new approaches and enhancements popping up all the time. But fear not, because with a bit of effort and some cool tools, managing change can be super rewarding.

Organizational change is like a chameleon, always adapting to new consumer expectations and global competition. But let’s be real, change can be tough for us humans. We love our comfort zones and switching things up can be a real struggle. That’s why it’s important to involve people early on and implement processes that work for everyone.

So, what tools can we use to make change management more efficient? Check these out:

  • Product or Business Roadmaps
  • Readiness Assessments
  • Training Tutorials and Education Sessions
  • Stakeholder Feedback Forums
  • Post Mortem Review
  • Measurements and Analytics
  • Resistance Management
  • Continuous Improvement Plan
  • Business Case

There’s no one-size-fits-all approach to change management. Some methods focus on changing the individual to create cultural change, while others look at changing the entire organization to improve things. With a bit of research and planning, a change management strategy can work for any organization, no matter how big or small. The business of change is booming, so let’s embrace it and make some awesome things happen!

Need Some Help With Change Management?

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. Then, read on to learn why hiring the right people can lead your business to success in a recession.

Creative female executives talking and discussing in office.

Engaging employees and talent strategically is crucial in today’s competitive job market. To engage employees and talent strategically, you need to take care of your employees’ mental health, create a culture of open communication, and reimagine how you market your positions. 

With these strategies, you can build a workforce that is engaged, motivated, and committed to the success of your company. So let’s dive in and learn how to engage employees and talent strategically!

Take Care of your Employees’ Mental Health

Let’s face it, folks – taking care of your employees’ mental health is no joke. We all know how important it is to prioritize our own mental well-being, but it’s just as crucial to extend that same level of care to those we work with. Why? Well, not only does it make for a happier and healthier workforce, but it can also attract and retain top talent.

One way to take care of your employees’ mental health is to provide emotional support. This can come in the form of resources such as an Employee Assistance Program (EAP), which offers confidential counseling and support for personal and work-related issues. You could also implement a wellness program, providing your employees with tools and resources for managing stress and prioritizing their mental health.

Create a Culture of Open Communication

When it comes to creating a culture of open communication, the key is to encourage your employees to speak up and share their thoughts and ideas. This means providing them with a safe and non-judgmental space where they can express themselves without fear of retribution or ridicule. 

By fostering an open and transparent dialogue, you can gain fresh perspectives, innovative ideas, and valuable feedback that can help your company remain dynamic and agile.

Reimagine How You Market Your Positions

Candidates have more options than ever, so it’s important to change how you position and market your openings. Postings should lead with what makes your company different and special relative to your competitors, not just with how much the job pays or how great your benefits are.

It’s also important to consider the language and tone of your job postings. Avoid using overly technical or formal language that may turn off potential candidates. Instead, use language that is engaging and approachable. Remember, you’re not just selling a job, you’re selling a company culture and a vision for the future.

Be Transparent About Your Gaps

As leaders, it’s natural to want to present a picture-perfect image of our businesses to the world. But the truth is, nobody’s perfect – and that includes businesses! In fact, acknowledging our imperfections and being transparent about them can actually be a huge asset when it comes to building trust with our employees and customers.

When we’re open about the areas where we need to grow and improve, it shows that we’re self-aware and committed to making positive changes. It also helps to break down barriers between leadership and employees, and encourages everyone to work together to overcome challenges and achieve shared goals.

Let Employees Own Their Ideas

As a leader, it’s important to trust your employees and give them the credit they deserve. When an employee comes to you with a great idea, don’t just brush it off or take credit for it yourself. Instead, let them own it and take the lead. Not only does this show respect and buy-in, but it also fosters a culture of innovation and creativity.

By giving your employees the autonomy to own their ideas, you’re showing that you trust them and believe in their abilities. This, in turn, boosts morale and engagement, leading to higher job satisfaction and retention rates. Plus, your employees are more likely to put in extra effort and go above and beyond when they feel valued and respected.

Give Employees Flexibility

Remote-first, work-from-anywhere policies are key to providing your team with the autonomy they need to get their jobs done while also allowing them to have more control over their lives. This flexibility can lead to increased productivity and job satisfaction, which ultimately benefits both the employee and the employer.

Operationalize Your Company Culture 

Operationalizing culture is putting purposeful and impactful systems and processes in place and providing effective leadership training to foster culture alignment company-wide.

In other words, it means taking the abstract concept of culture and turning it into something concrete and actionable. 

Lead by Example

Leaders play a crucial role in engaging employees and retaining top talent. One of the most effective ways to do this is by leading by example. As a leader, your actions speak louder than words. If you want your employees to be engaged and committed to their work, you need to model that behavior yourself. Be a positive role model by exhibiting the behaviors and values that you expect from your employees. 

This includes showing up on time, being respectful and supportive, taking ownership of your mistakes, and being accountable for your actions. When you lead by example, you build trust with your employees and create a culture where everyone is motivated to work hard and contribute to the success of the company.

Understand the Individuals

It is important to understand that employees are not a homogenous group. They are individuals with unique personalities, strengths, and weaknesses. As a leader, it is important to take the time to understand each employee on a personal level. This means recognizing that employees have different work styles, communication preferences, and career aspirations. By taking the time to understand the individual, you can tailor your leadership approach to meet their needs and help them reach their full potential.

Encourage open communication and regular feedback sessions to understand your employees’ individual needs and concerns. This will allow you to tailor your leadership approach to meet their specific needs. For example, some employees may prefer more autonomy, while others may need more guidance and direction. By understanding each employee’s unique needs, you can create a work environment that fosters engagement and satisfaction.

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. Then, read on to learn why hiring the right people can lead your business to success in a recession.

Group of young multiracial business people

In today’s competitive business world, having a strong company culture has become essential for the success of any organization. A company culture encompasses the shared values, attitudes, beliefs, and behaviors that define an organization and influence the way its employees interact and work together.

However, creating a strong company culture is not easy. Why? It requires a concerted effort from all levels of the organization. One key component of this effort is a dedication to culture accountability.

What is culture accountability, you ask? Sabrina, our Culture Works L&D Specialist here at Culture Works, dives into all the details in the video below.

Read on to learn more about what culture accountability is, why it is important, and how it can contribute to creating a strong and thriving company culture.

Understanding Culture Accountability: What is it and Why is it Essential?

There are many different parts of a company culture that need to work together in order to create a successful organization —  culture operations, HR operations, and culture accountability. 

First things first, what is culture accountability? At Culture Works, we like to think of it like this: culture accountability is all about taking the operational piece of culture and taking it one step further to ensure that the pieces that are in place are actually happening. 

In simpler terms, it’s about making sure that what an organization says it stands for is actually reflected in its actions and behavior.

For example, if one of the company values is quality, culture accountability is helping to enforce and reassure that the behaviors and traits that you’re seeing from your employees when they’re performing their role day-to-day are actually in alignment with that value of quality.

Why Is Culture Accountability Essential for a Strong Company Culture?

Building a strong company culture involves more than just providing fun perks and activities for employees. It requires creating a shared set of beliefs, values, and behaviors that guide how the organization operates.

One crucial aspect of building a strong company culture is ensuring that everyone in the organization is accountable for upholding those shared values and behaviors. This includes not only ensuring that the team understands their roles and responsibilities but also that they are aligned with the company’s overall values and vision.

In other words, culture accountability involves aligning individual roles with the company’s overall values and goals, so that everyone is working towards the same objectives. This ensures that everyone is working together cohesively, which ultimately helps to create a stronger and more successful company culture.

The Interconnectedness of Company Culture: How Culture Accountability Fits In

Every aspect of a company culture is interconnected. This means that if you’re missing one piece, you’re not getting everything you need from your organization or your people. 

For instance, your company’s purpose plays a pivotal role in the kind of people you attract. You want to ensure that your employees are in sync with your organization’s purpose and are working towards the same vision you have for your company. This is also tied to your processes, including culture and HR operations. These processes determine how you get things done and are instrumental in aligning with your company’s purpose.

When all these pieces fall into place, you can rest assured that your company is reaching its full potential. Accountability, operations, alignment with roles and values, and more are integral components of a successful company culture. If you’re missing one of these, you’re not getting everything you need from your organization or your people. By prioritizing and interconnecting these aspects, you can create a powerful and thriving company culture that will drive your business to greater heights.

How to Implement Culture Accountability 

Implementing culture accountability requires a systematic approach that involves all levels of the organization. Here are some practical steps that you can take to implement culture accountability in your company:

Define Your Values and Behaviors

The first step in creating a culture of accountability is to define the values and behaviors that you want to see in your organization. This involves defining your company’s purpose, mission, vision, and values, and then translating those values into specific behaviors that your employees can follow.

Communicate Your Expectations

 Once you have defined your values and behaviors, it’s important to communicate them clearly to your employees. Make sure that everyone understands what is expected of them and how they can contribute to the company’s culture.

Lead by Example

Culture accountability starts at the top. Leaders must model the behavior they want to see in their employees. This means holding themselves accountable for their actions and being transparent about their decisions.

Measure Your Progress

 To ensure that your efforts are making a difference, you need to measure your progress regularly. This can involve tracking employee engagement, conducting culture surveys, and analyzing performance metrics.

Address Gaps

 When you identify gaps in your culture, it’s important to address them quickly. This can involve providing additional training, revising policies and procedures, or making changes to your hiring practices.

By following these steps, you can create a culture of accountability that fosters a sense of ownership and responsibility among your employees. With everyone working towards the same goals, you can build a strong and thriving company culture that drives your business forward.

In Summary

Overall, creating a strong company culture is an essential part of running a successful business. By focusing on culture accountability and making sure that all of the different pieces are falling into place, you can help ensure that your company is reaching its full potential. This requires hard work, dedication, and a willingness to be honest about where you are falling short, but the rewards of a strong company culture are well worth it in the end!

Need Some Help With Culture Accountability?

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. Then, read on to learn why hiring the right people can lead your business to success in a recession.

high angle view of a team of asian and caucasian corporate executives

For small business owners, the phrase “HR Team” might sound a little expensive. If you were to create your own in-house team, you’d probably be right. But with an outsourced HR team, and more specifically our Basic: Culture Ops Package, you get a team of experts dedicated to creating a strong culture within your business for an affordable price. And the best part is, you can use us for however long you need us.

Culture is the character and personality of your company. It determines how your clients perceive you, the type of environment your employees operate in, and the overall productivity of the entire business. Cultivating a healthy and dynamic work culture that permeates the business from the top down should be a top priority for any business owner. But how do you create a successful culture?

It starts with you. Your goals, visions, work ethic, and your ability to empathize with clients and employees. But fostering your own positive attributes isn’t enough to instill a great business culture. You need a team that’s solely dedicated to creating and maintaining a positive culture for your business. In other words, the right HR team. 

In this article, we’ll outline what small business owners get from our basic package, and how it can help your business in the long run.

Experience

A diverse team of professionals with 175+ years of collective experience in Operations, People, Talent, and HR is what you get from the Culture Ops team. 

Every member of our Consultants of Service Team is certified and/or degreed in regard to HR and Business Operations. While our team is proud of their merits, they never stop learning and developing to stay ahead of ever-changing trends and practices. Being proactive is a core value of our Consultants. 

Our team also has extensive experience in supporting businesses with a strengths-based team approach. They evaluate the key strengths of your employees and identify how to develop them in a way that emphasizes their strong points. 

Vigilant Service

The Culture Ops: Basic Package comes with a dedicated team that you can rely on week in and week out, all for an affordable price. You’ll get unlimited access to our entire Consultants of Service Team via email and dedicated phone service. 

For more complex issues, you get Live and Virtual assistance when extensive help is required. That may be potential risks that our team has identified or employee relations issue that requires immediate solutions. 

In addition to unlimited access to our team, the Basic Package also comes with an annual Employee Handbook or Culture Operations Playbook to help employees get on the same page. These valuable tools will have you and your employees confident that you are compliant and culture-focused. 

Lastly, you will get quarterly check-ins with our CEO to make sure your relationship with Culture Ops is running smoothly and your company culture is heading in the right direction. 

Real Impact

The Basic Package delivers a real and significant impact on small businesses while remaining financially feasible. That means finding the best practices for your business to proactively promote a positive work culture. As well as reacting to any HR or employee needs with hands-on help the moment an issue comes up. 

Our proactive assistance will drive your People and Culture vision or initiatives to create HR-related solutions. We foster this with ongoing virtual updates and access to:

  • Monthly Legal Update with Legal Counsel
  • Monthly Access to Harassment Training
  • Monthly Access to Learning and Developmental Training Sessions
  • Monthly Culture Blast to be aware of best HR practices 

There’s also an impact that goes beyond the services we offer. When we work on a personal level with our clients, the purpose of their business vision is realized, their employees’ talent and development is optimized, and their entire HR process is finally streamlined. 

Want To Learn More About The Basic Package?

Reading about our basic package can only tell you so much. If you want a real sense of what your business will gain from working with Culture Ops, connect with us today! After all, what makes a great HR and People Operations team is the people behind it. We partner with companies and employees on a personal level, so it’s pretty important we should get to know each other first. 

And if you’re looking for something more than the Basic Package, check out our Full-Integration Package, or better yet, ask us directly. We look forward to connecting. 

California’s new pay transparency law

California’s new pay transparency law is already having a major impact on employers and employees alike. Companies now need to be transparent about what they’re paying and offering to current employees and applicants, while job seekers now have more information when negotiating salary. 

For business owners, having a strong culture and HR team will be more important than ever as our working landscape dramatically changes over the next year. Acquiring and retaining talent will become a more competitive venture as worker compensation becomes more public. 

In this article, we’ll take a look at what the new law is requiring of California business owners, the potential impact of this law in the coming year, and how you can adapt as employee recruitment transforms. 

What Does the New Law Entail?

California’s new pay transparency law requires companies with 15 or more employees to provide workers with pay scale information on their job position as well as a wage range in all job postings. Bonuses, tips, and other benefits do not have to be included in this information.  

All employers regardless of company size must keep records of employees’ job titles and wage rate history for the duration of their time at the company plus three years after they leave. These records must be open to inspection in case of an Equal Pay Act Claim so that the Labor Commissioner can examine if there’s a wage discrepancy.

In addition to the requirements mentioned, companies with 100 or more employees will have to report data to the state on pay and hours worked categorized by the establishment, job category, sex, race, and ethnicity of their employees. 

Failure to comply with these new laws could make business owners subject to penalties of $100 to $10,000 per violation. These laws will require business owners to adapt their recruitment and company culture fast if they haven’t been transparent about pay scales in the past. 

Potential Impact on Employers and Employees

The driving force behind this law is a public demand for pay equity. The hope is that with salaries out in the open, employers will be less inclined to discriminate against workers. For applicants, knowing the wage range for job postings will allow them to properly negotiate pay and make the application process more efficient. 

While some businesses have been slow to adapt to the new law, there could be long-term benefits for business owners that embrace it early. These potential benefits include:

  • Defined salary ranges for employees and applicants can lower the likelihood of pay discrimination and reduce potential legal issues.
  • Defined salary ranges make budgeting and planning easier with less likelihood of overpaying.
  • Pay transparency can build a natural trust within your workforce culture. Employees are more inclined to trust their employer if they know they are being compensated fairly and not being discriminated against.
  • Accurate and specific salary postings make applicants more likely to apply.

There is significant discussion surrounding the advantages that the new law offers to employees, but it is important to note that employers also stand to reap numerous benefits, if not more, from this law. Why? It provides the perfect opportunity to develop a healthy work culture and productive environment through trust. 

How Businesses Can Adapt

The new law has created a highly competitive environment for recruiting talent because applicants now know what they’re going to be entitled to. So besides offering higher salaries, what can you do to attract and keep the best talent for your company?

Before doing anything, you should ensure you are complying with the new law. Conducting a pay equity audit of your company to find discrepancies, determining pay ranges for existing positions, and updating job postings to include pay information are the best ways to make sure you’ll be following the new requirements. 

Next, consider using the 3 Pillars to create a strong company culture that incorporates the new pay transparency requirements.

At Culture Works, we use a 3 Pillar approach when developing a culture for small to mid-sized companies. These pillars are Attract, Engage, and Retain, and they can all be used with the new law.

Attract: Ensuring your HR practices, compensation structures, and talent attraction strategies are aligned with an ever-changing talent pool. 

Having HR operations that know the ins and outs of pay transparency will reduce bad exposure when recruiting talent.

Engage:  Creating performance and culture accountability through culture roadmaps and playbooks. 

Getting everyone on the same page, which pay transparency can aid in, will drive your company’s achievements and success through a motivated and engaged workforce.

Retain: Offer career pathing and promotions to retain your talent and decrease turnover.

Having a clear path for your employees, as well as transparent salary ranges for promotions will serve as a motivator and incentive to stay with your company long-term.

In addition to the 3 Pillars, creating a strong compensation structure will be vital in staying competitive in the new landscape. A compensation structure gives you clear indicators of what pay scale, raises, and bonuses to offer to current employees and applicants. 

Creating and maintaining a good compensation structure consists of gathering relevant data like employee opinions and market research, developing a pay structure that retains and attracts high-level talent, and alignment with a company’s model, life-cycle stage, and workforce plan.

Have More Questions?

The new pay transparency law is radicalizing employee recruitment and retention. Having a strong culture and HR team will be pivotal in adjusting to the new landscape. 

Connect with Culture works today to learn more about the new pay transparency law, adapting to it, and how the right HR team can help your company grow.

Clothing store owners having a discussion

Many small business owners have the same questions when it comes to HR:

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

In this blog, we’ll break down some of these answers and look into some possible flexible HR solutions for small business owners. 

First Things First: What is HR?

The Society for Human Resource Management (SHRM) defines HR management as “the process of managing an organization’s employees…to effectively meet an organization’s goals.”

What is the Purpose of an HR Department?

If we were to try to simplify the purpose of HR into one sentence, we might say something like: In its most basic function, HR is responsible for employee recruitment, retention, administering employee benefits and training and development. 

However, this is a serious simplification of what HR actually does. 

The duties of a Human Resource Department also typically include:

  • Employee participation and communication
  • Time tracking and attendance
  • Labor law compliance
  • Compensation and benefits management
  • Payroll, including tax compliance
  • Employee satisfaction, engagement, safety, and well-being
  • Onboarding and offboarding
  • Performance reviews
  • Employee rewards and recognition
  • Developing and maintaining employee resources such as training manuals and employee handbooks
  • Creating company culture
  • And more!

​​Key HR Functions for Small Businesses

Key areas of human resources for small businesses are:

  • Recruitment and retention
  • Compensation and benefits
  • Employee engagement
  • Training and development
  • Labor law compliance

What HR Roles Does My Small Business Need?

An HR manager or HR fractional team is your best bet as a small business. There is a difference in cost and outcome in fractional or outsourced HR, but, of course, this all depends on your specific situation. Let’s take a look at these two options.

Fractional HR

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

Outsourced HR

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

Need Flexible HR Options? Consider Culture Works

At Culture Works, we work within an extremely focused skillset, we craft Quarterly Game Plans to drive results for your business, and we believe in what we do. Our passionate HR team is here to help your team create success every step of the way. In an effort to give away a few of our secrets, we are sharing a typical 30, 60, and 90-day engagement breakdown as a Culture Works client. 

Let’s take a look at each of these plans in more detail.

30-Day Check-Ins

30-day check-ins begin with the creation of a new 30-day plan and review the commitment to the 30-60-90 day process. This meeting includes stakeholders, team members, and the client success manager. We establish expectations, the approach and working dynamics, the cadence of working sessions, and joint ownership. 

60-Day Check-Ins

60-day check-ins typically included a review of the previous month’s plan and the creation of a new one. In this check-in, we evaluate the partner’s commitment, the results, your team’s experience, the value-add, and how aligned you are feeling with Culture Works’ performance. Next, we work to include a 60-day committed plan for your team.

90 Day Check-Ins

Lastly, the 90-day check-in includes a reflection of the previous two months and an alignment of the next Quarterly Game Plan (QGP) for your team. We will evaluate results up until this point, focusing on your experience, the value you feel Culture Works is bringing to your team, and how aligned you are feeling within your organization. At this time, you will create your first QGP and your stakeholders will receive a complete Client Experience Survey.

Final Thoughts

With 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. Then, read on to learn why hiring the right people can lead your business to success in a recession.