This might sound like a lot of psychological jargon, but trust us, it matters.
If you were to ask yourself, what is my company’s purpose? Would you have a clear answer?
The statistics on this topic are frightening.
“¼ employees are either indifferent or don’t know much about their company’s mission.” – OfficeVibe.
This is a wake up call for most companies who claim to have implemented company culture in every act.
Alas, transitioning the remote company culture back into the office can be done. There might be some awkward meetings and conversations about what vaccine you got, swapping quarantine stories, the usual.
Here at Culture Works, we practice what we preach. We hire a person for who they are as a whole, not the list of accomplishments on their resume, and we encourage you to do the same.
What we’ve discovered is that when culture works, a company’s internal systems support a motivated workforce and overall success. The core of your company’s culture begins with the recruiting and hiring process.
Email and messaging apps are a great start to communicating. Integrating regular video conferences allows team members the space to nurture their relationships. Additionally, hold regular one on ones. Communicate consistently, maintain transparency, and gauge stress levels.
It seems that no one truly understands what the new workplace will look like in the coming months. As many large companies, like SalesForce, Google, and Spotify are opting to allow employees the choice of how they would like to proceed, it’s important to figure out what model works best for your organization and your employees.
We are (hopefully) quickly approaching a world post-COVID. As things return to normal, employers wrestle with the question of whether or not to return their employees to the office. If this last year has taught employers anything, it’s that employees can still effectively do their jobs from home—and they want to!
Hiring great employees does not stop at their qualifications listed on their resume. Of course the candidates’ qualifications matter, but it’s also important for hiring managers to place an emphasis on the emotional intelligence of their employees. Studies have shown those who manage and understand their own and others’ emotions are better equipped to handle the pressure of being a leader.
Raise your hand if you want a frigid work environment! Nobody? Well…
It’s no secret that downsizing or merging a business means facing inevitable challenges such as combining two different work cultures. The process is often expensive and draining, but there are steps that can support a smooth transition for both employers and employees.
Do you want to increase the value of your company? Who wouldn’t! When you hear the word “value,” however, what do you think of? In many cases, dollar signs flash in front of people’s eyes. And for those undergoing a merger, adding monetary value to one’s company would likely pass without complaints.
Woohoo! Congratulations. A prospective buyer is interested in acquiring your business! But hang tight, because that’s just the beginning. Do you have your due diligence checklist ready?
The M&A process is an exciting but lengthy one. It can last anywhere from months to years depending on the size of the company involved in said transaction.
A large portion of this time, in fact, is dedicated to conducting due diligence. Here, we’ll give you a guide that ensures your M&A due diligence runs as smoothly as possible.
Let’s start with the basics.
