Emotional Intelligence is the ability to recognize, understand, and manage our own emotions while being aware of the emotions of others. Leaders who lead with EQ build better relationships, inspire trust, and foster an environment where employees are motivated to perform their best.

EQ impacts every aspect of a leader’s role—from how they handle stress to how they communicate feedback. For leaders focused on development, high EQ means being more effective at helping team members reach their potential in a supportive, empowering way.

So, where does the difference between coaching and coaxing come into play?

Coaching vs. Coaxing: A Key Distinction

In guiding and motivating employees, leaders often lean on two primary methods: coaching and coaxing. These approaches sound similar but have vastly different impacts on team members and overall workplace morale.

Coaching: A coaching approach focuses on supporting and empowering employees. Coaching uses EQ to encourage employees to find solutions, recognize strengths, and explore growth opportunities. A coach provides constructive feedback, listens, and creates an environment of trust.

Coaxing: Coaxing, however, often relies on pressure and persuasion rather than genuine support. When coaxing, a leader may attempt to ‘convince’ employees to perform or meet expectations, sometimes resorting to short-term motivators like external rewards or subtle guilt.

The challenge with coaxing is that it rarely leads to lasting change or genuine buy-in from team members. Coaching, on the other hand, fosters growth, commitment, and resilience.

The Downsides of Coaxing in Leadership

Coaxing might achieve compliance, but it doesn’t foster engagement or development. Here are some reasons why coaxing can be counterproductive in a workplace:

Short-Lived Motivation: Coaxing often relies on temporary motivators or pressure, which can create compliance in the short term but fail to inspire real, lasting change.

Lack of Ownership: When employees feel coerced, they’re less likely to take ownership of their tasks. This can result in a team that does just enough to get by rather than striving for excellence.

Increased Frustration: Coaxing can lead to a toxic work environment if employees feel pressured or manipulated. Frustration can build, which lowers morale, increases turnover, and diminishes the team’s productivity.

Eroded Trust: When leaders use coaxing as a strategy, it can damage trust. Employees may feel they aren’t being genuinely supported, which can decrease engagement and damage relationships in the long run.

Shifting from coaxing to coaching can significantly change your team’s morale, growth, and trust.

The Benefits of a Coaching Mindset

Coaching with EQ isn’t just about avoiding coaxing; it’s about creating a culture of empowerment and support. Here’s why coaching with EQ is far more effective:

Builds Self-Motivation: Coaching helps employees find their own reasons for improvement, leading to more sustainable motivation.

Increases Engagement and Commitment: When employees feel supported and valued, they become more engaged in their work. Engagement leads to higher productivity, job satisfaction, and loyalty.

Encourages Growth and Resilience: Coaching supports personal and professional growth by allowing employees to reflect, set goals, and take ownership of their development. This approach promotes resilience and adaptability.

Strengthens Trust: Leaders who coach build trust and openness, creating a safe environment where team members feel valued. A coaching mindset fosters a positive work culture where employees know they can seek guidance and support.

Practical Tips for Coaching with EQ

Now that we’ve established the value of EQ in coaching, here are some actionable steps to shift your approach and build a coaching mindset:

Practice Empathy

Start by building an understanding of your team members’ perspectives. Listen actively to their concerns, motivations, and aspirations. Empathy is at the heart of EQ, allowing you to tailor your coaching approach to each person’s unique needs.

Use Open-Ended Questions

Encourage reflection by asking questions that allow employees to think critically about their work and personal goals. Instead of “Did you finish the project?” try “What challenges are you facing with the project, and how can I support you?”

Focus on Growth-Oriented Feedback

Coaching is about development, not criticism. Focus on feedback that points toward growth rather than focusing solely on what went wrong. For example, say “This approach worked well. Let’s explore how we can build on that for next time,” instead of “You didn’t do this right.”

Set Clear, Achievable Goals Together

Work with employees to set realistic and achievable goals that align with their strengths and career aspirations. Involving them in goal-setting increases their ownership and investment in the outcomes.

Recognize Efforts and Progress, Not Just Results

It’s easy to celebrate end results, but acknowledging efforts and progress along the way keeps employees motivated. Celebrate small wins, and provide encouragement for continuous improvement.

Encourage Self-Reflection

Incorporate regular check-ins and opportunities for employees to reflect on their progress. Encourage them to consider what’s working, what’s not, and how they can continue to grow.

Culture Works Can Help with Your Coaching

Culture Works can support your shift from coaxing to coaching by providing the tools, training, and resources to foster emotional intelligence and a coaching mindset within your team. We understand that building a workplace culture centered on trust, support, and growth is essential for long-term success. With our expertise, your leaders can master EQ-based coaching techniques that empower employees, boost engagement, and strengthen team morale. Let us help you create an environment where everyone feels valued, motivated, and ready to achieve their full potential.

Read on to learn more about what we do.

The start of a new year is the perfect time to set fresh goals and resolutions—maybe you’re building new habits, breaking old ones, or just looking to grow and improve. But let’s be honest: by February, a lot of those resolutions start to fade. It’s even tougher when your personal goals feel out of sync with your work life, and finding that balance becomes a challenge.

Here’s the good news: you don’t have to keep your resolutions separate from your work! By connecting your personal goals to your professional life, you can stay motivated and make real progress without feeling like you’re juggling two worlds. Whether your focus is on wellness, learning new skills, or creating better work-life flow, bringing your goals into your day-to-day work can make this year feel more purposeful. Here’s how to get started:

1. Start with Your ‘Why’

Understanding the deeper motivations behind your resolutions is key to integrating them effectively into your life. Ask yourself why you chose these goals—what is it about them that makes you feel energized and excited?

Questions to Clarify Your ‘Why’

Start by reflecting on the following questions:

  • What values are most important to you?
  • What tasks or activities make you feel energized and fulfilled?
  • When do you feel most motivated and engaged at work?

By identifying these underlying motivations, you’ll find it easier to align your work life with your personal goals. For example, if you’ve set a resolution to learn a new language because you value growth and connection, think about how this might align with work. Could this goal improve communication with global team members or help you engage with international clients? Once you see the connection between your personal ‘why’ and your work, the goal will feel more purposeful.

Example:

If you’ve resolved to focus on physical fitness, recognize that what truly drives you might be the desire for more energy and resilience. Align this with your work by setting goals around wellness breaks, stretching, or even proposing a fitness challenge with colleagues to foster a culture of health.

2. Set Work Goals that Reflect Personal Growth

Setting actionable goals that align with your resolutions helps bring personal growth into your day-to-day work routine. These goals should be clear, manageable, and directly tied to skills or habits you want to build.

How to Make Your Goals SMART

To turn these aspirations into action, make them SMART (Specific, Measurable, Achievable, Relevant, Time-bound).

For instance:

  • If your goal is to improve public speaking, make it SMART by committing to “present one new idea in a monthly team meeting for the next six months.”
  • If you want to develop leadership skills, you could set a goal like “mentor a new team member and track their progress over the next quarter.”

Breaking down large goals into smaller, manageable steps prevents you from feeling overwhelmed and allows you to celebrate achievements as you move forward.

Example:

Consider a resolution to “improve time management.” Break it down by committing to time-blocking your calendar each morning, prioritizing tasks in blocks, and setting aside 15 minutes for reflection each evening to review how the day went.

3. Share Your Goals and Seek Support

While personal goals are, by nature, personal, sharing them with colleagues or your manager can provide accountability and support, making it more likely you’ll stay on track. Having someone to check in with can also make the journey feel less isolating and help you find ways to integrate your goals into daily work.

Communicate with Your Manager

Having a conversation with your manager about your resolutions doesn’t have to feel daunting. Managers often appreciate proactive employees and can offer resources, feedback, or flexibility to help you reach your goals. For instance, if your goal involves upskilling, your manager may support you with learning resources, allow time for attending relevant workshops, or assign projects that align with your growth.

Example:

Suppose your resolution is to learn a new skill, such as data analytics. Sharing this goal with your manager might lead to an opportunity to work on projects that require analytics or even a recommendation for a relevant training program.

Create a Supportive Network

Look for colleagues who share similar resolutions. Whether it’s learning a new software tool, improving productivity, or even health-focused goals, having a “buddy system” at work can keep everyone motivated and accountable. Consider creating a shared goal-setting group that meets bi-weekly to discuss progress and share tips.

4. Prioritize Work-Life Balance

Balancing personal goals with professional responsibilities is a common challenge, but it’s essential to ensure that you’re not overextending yourself. Burnout is counterproductive to personal and professional success, so integrating your resolutions in a balanced way can prevent overwhelming yourself.

Strategies to Balance Your Goals

Set Specific Times for Personal Development: Just like you schedule work meetings, schedule time each week for your resolutions. Treat these sessions as essential and non-negotiable.

Use Micro-Goals: If time is tight, focus on micro-goals. For example, if your resolution is to read more books, commit to reading 5–10 pages a day rather than hours at a time.

Embrace Flexibility: Not every week will look the same. If a work project becomes demanding, allow yourself to adjust your personal goals rather than abandoning them.

Example:

If you aim to get more active, take brief, 5-minute stretch or movement breaks every hour, or use lunch breaks to go for a quick walk. These small actions can make a big difference in your overall well-being without detracting from your work.

5. Track Progress and Celebrate Small Wins

Maintaining motivation throughout the year can be challenging, especially if results aren’t immediate. Keeping track of your progress and celebrating small wins along the way can help sustain motivation and make the journey rewarding.

Track Your Goals Consistently

Set up a system to track your progress—whether that’s a journal, a tracking app, or even weekly reflections. Tracking helps keep goals top-of-mind and allows you to see how small, consistent actions lead to real progress over time.

Celebrate Along the Way

Don’t wait until you reach the final milestone to celebrate. Reward yourself for small achievements to maintain momentum. For example, if you’ve resolved to lead more meetings and you successfully complete your first one, treat yourself to something you enjoy. This will reinforce the positive association with achieving your goals.

Example:

If your resolution is to improve your public speaking skills, acknowledge each successful presentation and treat yourself after. It could be something small, like a favorite coffee or a book you’ve been wanting to read. These celebrations build confidence and keep you moving forward.

Final Thoughts

Aligning your New Year’s resolutions with your work life can be a powerful way to stay motivated and achieve meaningful growth. By focusing on your deeper motivations, setting SMART goals, sharing with your team, maintaining balance, and celebrating wins, you can keep your resolutions alive throughout the year. Not only will this approach bring you closer to personal goals, but it will also help you make your work more fulfilling and aligned with what matters most to you.

So this year, as you work towards your resolutions, remember that it’s not just about reaching the finish line. It’s about integrating those goals into your life in a way that supports both your personal and professional self, bringing passion and purpose into every day.

Interested in learning more? Read on to learn how to set New Year’s Resolutions that Foster Company Culture.

As we approach 2025, the way businesses operate is evolving quickly. Technology, employee expectations, and market demands are all shifting. With these changes, HR is taking on a bigger role, no longer just handling hiring and compliance, but actively helping shape company strategies and decisions.

Here’s why HR belongs at the leadership table and how it can drive success for businesses today.

Why HR Deserves a Seat at the Table

Traditionally, HR was viewed as the department that handles hiring, compliance, and employee relations. But let’s be honest—HR does so much more than that! As companies face new challenges and opportunities, HR professionals have unique insights that can help guide the organization’s direction. For instance:

1. HR Knows What Employees Want

HR is all about people. They understand the needs and concerns of employees better than anyone else. As businesses adapt to the evolving workforce—think remote work and diverse teams—HR can provide invaluable insights into what employees really want.

For example: In today’s hybrid work environment, not everyone has the same preferences for working from home or in the office. HR can help the C-Suite understand these nuances and craft policies that resonate with everyone.

2. Talent Strategy is Their Superpower

Let’s face it: finding and keeping top talent is no easy task. As competition heats up for skilled workers, HR has a crucial role in developing smart talent strategies that align with the company’s goals.

What this looks like:

  • Creative recruiting: HR can pinpoint the skills needed for future success and develop targeted recruiting strategies to attract the right candidates.
  • Investing in growth: By offering training and development opportunities, HR ensures that employees continue to grow and thrive within the organization.

In 2025, HR will be instrumental in creating a talent pipeline that not only brings in the best but also nurtures them for long-term success.

3. Culture Champions

The culture of a company can make or break employee satisfaction and productivity. HR is in a prime position to advocate for a positive workplace culture that reflects the organization’s values.

How they do it:

  • Building inclusive environments: HR can implement programs that promote diversity and mental health awareness.
  • Listening to feedback: Regular employee surveys can provide insights into how the culture is perceived and what improvements might be needed.

In 2025, a strong company culture will be a key differentiator, and HR is essential in making that happen.

4. Change Management Experts

Change is a constant in the business world—whether it’s a new technology rollout or a major restructuring. HR is at the forefront of managing these transitions smoothly.

Key roles include:

  • Clear communication: HR can develop communication strategies to keep employees informed and engaged during times of change.
  • Providing support: HR can offer resources and training to help employees adapt to new processes or technologies.

As organizations face ongoing changes, HR’s expertise will be vital in keeping morale high and ensuring productivity stays on track.

5. Data-Driven Decision-Makers

To truly make an impact at the C-Suite level, HR needs to align its metrics with broader business objectives. This means moving beyond traditional HR metrics, like turnover rates, and focusing on data that reflects the overall health of the organization.

For instance: HR can track employee engagement, productivity, and performance metrics to provide insights that inform strategic decisions. By showing how HR initiatives positively impact the bottom line, HR can secure its place as a key player at the table.

What’s Next for HR in the C-Suite

As we move toward 2025, HR leaders will need to adapt to new expectations. Here are some trends shaping the future role of HR in the C-Suite:

Embracing Technology

Technology is transforming HR, from AI-driven recruiting tools to platforms for employee engagement. HR must leverage these tools to streamline operations and provide valuable data insights.

Prioritizing Employee Well-Being

The conversation around mental health and work-life balance is more important than ever. HR will need to champion initiatives that support employee well-being, ensuring that mental health resources are accessible and effective.

Leading Diversity and Inclusion Efforts

Diversity and inclusion will remain hot topics for organizations looking to attract and retain talent. HR will play a leading role in creating inclusive policies and practices that reflect a commitment to diversity.

Wrapping It Up

The role of HR in the C-Suite is no longer just a nice-to-have; it’s essential for success. As we gear up for 2025, HR leaders will be crucial in shaping strategies, driving engagement, and cultivating a positive workplace culture. By bringing their insights and expertise to the table, HR can help organizations navigate challenges and seize opportunities in an ever-changing landscape.

Learn More About Culture Works

At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance of humanizing, customizing, and simplifying. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. 

Read on to learn more about what we do

5 Signs you have a Positive Company Culture

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

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

As you try to attract and retain the best and brightest workers in your business, you can be sure that potential employees are looking for a place where they will feel valued, and enjoy coming to work.  That doesn’t always mean smiles and high-fives. Positive company culture means one where accountability, high standards and the ability to give and receive feedback are present. Why is a positive work culture so important? We’re so glad you asked.

Now, what does a positive company culture actually look like in practice? And does your company have a positive company culture?

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

You Invest in Your Team

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

Learning and Development

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

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

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

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

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

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

Continuing Education

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

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

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

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

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

Maintaining Neutrality

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

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

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

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

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

Retention and Role Alignment

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

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

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

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

A Flexible Work Environment

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

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

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

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

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

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

As we move closer to 2025, many companies are rethinking how they view talent. While credentials like degrees and certifications still have value, they don’t always show the full picture. What truly matters is competence—the ability to use skills in real-world situations to get the job done.

This shift toward skills-based hiring is gaining momentum. Major companies like Boeing, Walmart, and IBM are already making changes by joining programs like the Rework America Alliance and Business Roundtable’s Multiple Pathways initiative. These efforts aim to remove unnecessary degree requirements and help workers advance from lower-wage to higher-paying jobs. Even states like Maryland have taken action by eliminating degree requirements for many of their public sector jobs, opening up opportunities in fields like healthcare and engineering.

But why are so many organizations shifting to a focus on competence over credentials? The answer is simple: focusing on skills helps solve many of the challenges businesses face today. Let’s dive into why this change is happening and how it can boost productivity.

What’s the Difference?

Before we explore the benefits, it’s important to understand the difference between credentials and competence:

  • Credentials: These are formal qualifications, like degrees or certifications, that look impressive on a resume but don’t always show practical skills.
  • Competence: This is about what someone can actually do. It reflects their skills, experience, and ability to handle real-world challenges.

While credentials can be helpful, they don’t always give a clear picture of a person’s abilities. In contrast, competence shows how well someone can perform on the job.

Why Competence is Important Right Now

Adapting to Change

The world of business is constantly changing, and companies need employees who can adapt quickly. Focusing on competence ensures you’re hiring people who can navigate these changes and solve problems effectively. The pandemic taught us that the ability to adapt is more important than ever. Skills-based hiring allows companies to find workers who can rise to the challenge, even if they don’t have a traditional educational background.

Expanding the Talent Pool

When you focus on skills over degrees, you open the door to a much wider range of talent. There are countless candidates out there with hands-on experience that might not show up on a traditional resume. By removing degree requirements, companies can tap into this hidden talent pool and find employees who may have been overlooked. Large companies and smaller businesses alike are seeing more applicants after adjusting job descriptions to focus on skills. 

Boosting Employee Morale

Recognizing the value of skills doesn’t just help with hiring—it also boosts morale. When employees feel that their abilities are recognized and appreciated, they’re more motivated to perform well. This creates a positive work environment where people feel valued for what they can do, not just for their background. And when employees feel valued, they’re more likely to stay with the company.

Improving Productivity

Hiring based on competence means you’re bringing in people who are ready to hit the ground running. This reduces the time and resources needed to get new hires up to speed. With the right skills already in place, employees can contribute to projects faster and more effectively. 

How to Shift Your Focus Toward Skills

Revamp Your Hiring Process

To prioritize competence, start by changing the way you hire. Instead of focusing solely on degrees and certifications, consider adding skills assessments or practical challenges to your interview process. This will give you a clearer idea of what candidates can actually do. Many companies are already doing this with great success. 

In fact, A recent SHRM research report suggests, 79 percent of employers say skills assessments are just as or more important than other hiring criteria, and 36 percent say a job candidate who scores high on an assessment but doesn’t meet the minimum years of experience is very likely to make it onto the list of final candidates.

By rewriting job postings to focus on skills, businesses are seeing a significant increase in qualified applicants.

Support Ongoing Learning

Once you’ve hired the right people, help them continue growing. Invest in training programs, workshops, and other learning opportunities that allow employees to sharpen their skills. This shows your commitment to their development and leads to a more capable, adaptable workforce.

Create Pathways for Internal Growth

Skills-based practices aren’t just for hiring—they’re also key to retaining talent. Many workers leave their jobs because they don’t see opportunities to grow within the company. By offering clear pathways for internal advancement based on skills, you can keep your best employees. For example, some companies have created training programs in partnership with local schools to develop the skills they need internally. This kind of program helps employees advance and keeps companies competitive.

Foster a Culture of Learning

Creating a workplace where continuous learning is encouraged benefits everyone. Organize informal learning sessions, offer access to online courses, and provide opportunities for employees to train in different areas. This not only helps employees develop new skills but also fosters a culture of growth and improvement within the organization.

Read on to learn more about upskilling and reskilling, here.

The Road Ahead: Focusing on Skills

As we look toward 2025, businesses that prioritize competence alongside credentials will have a competitive edge. By embracing skills and adaptability, you can build a more effective and diverse team. This approach not only benefits your organization but also creates a positive workplace where employees feel empowered to thrive.

Learn More About Culture Works

At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance of humanizing, customizing, and simplifying. We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. 

Read on to learn more about what we do

zoom meeting

We all know staying focused during Zoom meetings can be difficult. You start thinking about your to-do list, what’s next on your calendar, or what you’re having for lunch. You might also be clicking through your inbox, working on something different, or getting things done completely unrelated to your Zoom call. How can you make the most of your Zoom meetings to better understand what’s happening with your clients?

Manufacturing is a huge part of our economy, but it comes with some pretty tough HR challenges. These issues can really impact how productive your team is, how happy your employees are, and how successful your business becomes. From finding the right people to keeping your workers safe, there’s a lot to manage. 

Let’s break down the biggest HR challenges in manufacturing and chat about some easy-to-understand ways to tackle them.

Recruiting in Manufacturing: A Tough Nut to Crack

The Challenge: Finding skilled workers for manufacturing jobs can feel like trying to crack a tough nut. Many people see manufacturing as outdated and boring, especially younger folks. They might think it’s all about repetitive tasks and heavy lifting, with not much room for growth.

The Fix: To attract new talent, you need to change this perception. Start by showing off the cool, high-tech side of manufacturing. Talk about how you use advanced machinery, automation, and sustainable practices. Make it clear that manufacturing isn’t just about working on an assembly line—it’s about innovation and growth. Also, think about offering internships or apprenticeships and partner with local schools to show students that manufacturing can be a great career option. For example, collaborating with tech schools to provide hands-on training can help students see the exciting opportunities in manufacturing.

Safety First: Beyond the Handbook

The Challenge: Manufacturing environments come with risks, from heavy machinery to hazardous materials. High injury rates can lead to big problems, like downtime, legal issues, and a bad reputation.

The Fix: Building a strong safety culture is essential. This means going beyond just having a safety handbook. Make safety part of your daily routine. Offer interactive training sessions specific to your workplace, hold regular safety drills, and keep your equipment in top shape. Encourage employees to report hazards and near-misses, and make safety everyone’s job. For example, you could set up a safety reward program to encourage employees to report unsafe conditions and help keep the workplace safe.

Communication: It’s Not Just About Emails

The Challenge: In a busy manufacturing setting, where employees are constantly on the move, traditional methods like emails or meetings might not cut it. This can lead to misunderstandings, low morale, or even safety issues.

The Fix: Get creative with communication. Use text threads, digital bulletin boards, or apps with push notifications to keep everyone updated in real time. These tools help ensure that important information reaches your team quickly. Be open to feedback on how you’re communicating and be ready to make changes if needed. For example, using a mobile app for shift updates and safety alerts can keep your team informed and engaged.

Addressing Physical and Mental Strain

The Challenge: Manufacturing jobs can be tough on both the body and the mind, leading to burnout, high turnover, and lower productivity.

The Fix: Regularly check in with your employees to see how they’re handling their workload. Invest in ergonomic workstations to ease physical strain and introduce wellness programs to help with stress management. Offering flexible scheduling or shorter shifts can also help reduce fatigue. For instance, rotating employees between different tasks can cut down on repetitive strain injuries and keep work interesting. Creating a supportive environment that addresses both physical and mental well-being will lead to a more resilient and productive team.

Knowledge Transfer: Don’t Let It Slip Away

The Challenge: When experienced workers retire, they take a lot of valuable knowledge with them. This can leave younger employees without the guidance they need.

The Fix: Invest in cross-training and mentoring programs to pass down knowledge. Create opportunities for experienced workers to share their expertise through workshops, mentoring, or documenting processes. For example, setting up a mentoring program where seasoned employees help train newer staff can preserve valuable knowledge and show long-term employees that their experience is appreciated.

Keeping Performance on Track

The Challenge: It can be tough to gauge if your team is performing well or needs more training without clear metrics and regular feedback.

The Fix: Train your managers to effectively monitor and improve team performance. Regular check-ins, performance reviews, and goal-setting sessions are key to keeping everyone on track and addressing any issues quickly. Foster a culture of continuous feedback and accountability so your team is always working at its best. For instance, using performance management software can help track progress and identify areas for improvement, making it easier for managers to support their teams.

Managing Shift Work: Making It Work for Everyone

The Challenge: Irregular shifts and last-minute changes can stress out employees and create problems for HR, leading to absenteeism, low morale, and high turnover.

The Fix: Use automated scheduling tools to reduce errors and ensure fair shift distribution. Consistent schedules help reduce stress and improve morale by creating a more predictable work environment. Offer flexible scheduling options or allow employees to swap shifts if needed to help them balance work and personal life. For example, implementing a shift-swapping platform can give employees more control over their schedules, boosting job satisfaction and retention.

How Culture Works Tackles Top HR Challenges in Manufacturing Across CA: Central Valley, Murrieta, and Inland Empire with Effective Culture Strategies

At Culture Works, we understand that the manufacturing sector in California faces unique HR challenges. From recruiting skilled workers to maintaining safety and enhancing employee engagement, our tailored culture strategies address these issues head-on. By fostering a strong workplace culture, we help manufacturers streamline their processes, improve communication, and boost overall productivity.

Looking Ahead: Future Trends in HR for Manufacturing

As we look to the future, several trends are expected to shape HR in manufacturing:

  1. AI and Automation: HR departments will increasingly use AI to streamline recruitment, manage performance, and analyze employee data. Automation tools will help with routine HR tasks, allowing HR professionals to focus on more strategic work.
  2. Employee Experience: Companies will focus more on enhancing the overall employee experience, from onboarding to career development. Personalized training and development opportunities will become more common.
  3. Diversity and Inclusion: Manufacturing companies will continue working on creating diverse and inclusive work environments. Efforts to promote diversity in recruitment and ensure fair treatment will be crucial for long-term success.

Learn More About Culture Works 

At Culture Works, we want to partner with your company to create success for your team– whatever that looks like for your specific company. Our passionate HR team has the experience you need in culture ops and hospitality to create success. Our approach is centered upon the importance of humanizing, customizing, and simplifying.

 We believe in what we do, and we want to help your company operationalize culture, talent, and HR to create ongoing success. Read on to learn more about what we do

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. 

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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 signficant 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 Importance of Developing Managers to Uphold Standards

Developing managers to uphold company standards is essential for a successful culture. Managers play a pivotal role in translating values into everyday actions. When leaders are equipped to model and reinforce the organization’s standards, they create a strong framework for accountability.

By training managers in effective communication, feedback, and recognition, organizations ensure that employees understand what’s expected. This helps cultivate a culture where everyone is aligned with the company’s values, fostering teamwork and enhancing performance. Investing in managerial development ultimately leads to a more cohesive and motivated workforce.

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.

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. A leader who consistently demonstrates ethical behavior and strong work ethic sets a standard that others are likely to follow.
  • Inspiring Others: Exceptional leaders inspire. They ignite the spark of motivation within their teams, fostering an environment where innovation and productivity flourish. By demonstrating passion and enthusiasm, role models encourage their teams to embrace challenges and strive for excellence.
  • 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. When leaders are dependable and show empathy, they build stronger relationships and enhance team cohesion.

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. Authenticity helps build credibility and fosters trust among team members.

Transparency and Openness: They’re transparent in their actions and decisions, fostering an atmosphere of trust and open communication. Transparent leaders share relevant information with their teams and involve them in decision-making processes, which helps in building a collaborative culture.

Empathy and Emotional Intelligence: Understanding the needs and emotions of team members is crucial. Effective leaders empathize and display emotional intelligence in their interactions. They actively listen, offer support, and address concerns, which helps in creating a positive and supportive work environment.

Continuous Learning and Growth: They’re lifelong learners, embracing growth and adaptability. They embody the notion that leadership is a journey, not a destination. By seeking out new learning opportunities and staying abreast of industry trends, they set an example for their teams to continuously develop and improve.

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 through awards, recognition programs, or public praise. This not only rewards individuals but also sets a standard for others.

Leadership Development Programs: Invest in leadership development programs. Equip emerging leaders with the skills and qualities necessary for role model behavior. Offer workshops, training sessions, and opportunities for experiential learning to help them grow.

Creating Mentorship Opportunities: Establish mentorship programs to foster growth and learning, encouraging the development of future role models. Pair emerging leaders with experienced mentors who can provide guidance, support, and insights.

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

HR challenges in construction

Top HR Challenges in Construction: How Culture Assessments Can Lead to Lasting Improvements

The construction industry is a dynamic field, with its own set of unique challenges, especially when it comes to managing people. If you’re in HR, you know that navigating compliance, ensuring role alignment, and fostering a positive workplace culture aren’t just boxes to tick—they’re ongoing battles that can make or break a company. But what if there was a way to turn these challenges into opportunities for growth? Enter culture assessments.

In this blog, we’ll dive into the most pressing HR challenges in construction and explore how culture assessments can help you not only address these issues but also drive lasting improvements in your organization.

1. Role Alignment: Getting the Right People in the Right Roles

In construction, role alignment is crucial. Each project relies on a team of skilled professionals, from project managers to laborers, each with a specific role to play. But what happens when someone’s skills aren’t fully aligned with their job? Misalignment can lead to inefficiencies, mistakes, and low morale—none of which are conducive to a successful project.

How Culture Assessments Help: A culture assessment digs into the nuances of your team’s dynamics. Are employees clear on their roles? Do they feel their talents are being utilized effectively? By gathering this feedback, you can realign roles, ensure that everyone is playing to their strengths, and even identify opportunities for upskilling or professional development. The result? A more engaged, efficient workforce that’s better equipped to tackle the demands of the job.

2. Retention and Engagement: Building a Culture That Keeps Talent

The construction industry is notorious for its high turnover rates. With skilled labor in high demand, retaining top talent can feel like an uphill battle. But high turnover isn’t just a headache—it’s costly, both in terms of money and time. The key to solving this problem lies in creating a culture that employees want to be a part of.

How Culture Assessments Help: Culture assessments give you a clear picture of what’s working and what’s not from your employees’ perspective. Are they engaged? Do they feel valued? By addressing these questions, you can make data-driven decisions to improve job satisfaction, boost engagement, and ultimately, increase retention. Whether it’s introducing new perks, revisiting your leadership style, or enhancing work-life balance, the insights gained from a culture assessment can guide your efforts to create a workplace where people want to stay.

3. Communication: Bridging the Gap Between the Field and the Office

Construction projects often suffer from a communication gap between the office and the field. Miscommunication can lead to delays, safety issues, and frustration on both sides. Ensuring everyone is on the same page is easier said than done, especially when you’re juggling multiple sites, teams, and deadlines.

How Culture Assessments Help: By evaluating how communication flows within your organization, culture assessments can highlight where breakdowns are happening and why. Maybe field workers feel left out of critical decisions, or perhaps office staff aren’t getting the feedback they need from the field. Understanding these pain points allows you to implement strategies that enhance communication, whether it’s through better technology, more frequent check-ins, or training managers to be more effective communicators.

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.

How Culture Assessments Can Solve Top HR Challenges in Construction Across CA: Central Valley, Riverside, and Inland Empire

The construction industry in regions like California’s Central Valley, Riverside, and Inland Empire is booming, but with growth comes HR challenges that can disrupt operations. From managing compliance with local regulations to ensuring role alignment across diverse teams, these hurdles can significantly impact a company’s productivity and bottom line. However, culture assessments provide a powerful tool for identifying gaps and opportunities within your organization.

In areas such as Florida, Texas, and Chicago, companies have found that culture assessments help bridge the communication gap between the office and field, improve safety compliance, and retain top talent. By evaluating the current workplace culture, businesses can pinpoint where employees feel disconnected, overlooked, or misaligned with company values. These insights allow HR professionals to implement targeted strategies that enhance engagement, reduce turnover, and foster a more inclusive, productive workforce.

In construction hotspots like Arizona, New York City, and Seattle, leveraging culture assessments has also proven effective in promoting diversity and inclusion, building a workforce that reflects a variety of backgrounds, skills, and perspectives. This not only boosts innovation but also positions companies to attract top-tier talent in a competitive market.

By embracing culture assessments, companies in the construction sector across California and other key regions can tackle HR challenges head-on, transforming their workforce and fostering long-term growth.

Final Notes: Turning Challenges into Opportunities

HR challenges in construction are complex, but they’re not insurmountable. By leveraging culture assessments, you can gain a deeper understanding of the issues at hand and develop strategies that lead to real, lasting improvements. Whether it’s enhancing compliance, improving role alignment, boosting retention, bridging communication gaps, or advancing diversity and inclusion, culture assessments offer a roadmap for turning your biggest challenges into your greatest strengths.

Are you ready to take your HR strategy to the next level? Consider starting with a culture assessment—it might just be the key to unlocking your team’s full potential.

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.