Tag Archive for: company culture

How to Manage Wellness in the Workplace

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Employee Managing Their Wellness in the Workplace

How to Manage Time, Wellness, and Self: Part Two

To manage personal wellness, individuals need to make conscious efforts with the goal of improving physical, emotional, mental, and spiritual health. 

While often associated with yoga classes, seminars, and green juice smoothies, personal wellness should be more a long-term, evolving process than a short-term, achievable goal. Although we admit, we do enjoy yoga, seminars, and green juice smoothies – Who says you can’t have both?

Wellness isn’t only significant at home or in the workplace. You should consider and adjust both aspects of your life in your journey toward personal wellness. 

So, we’re here with the second part of our three-part series. Today, we’re discussing strategies to manage your personal well-being in the workplace. 

What is Wellness in the Workplace?

Wellness in the workplace refers to the mental and physical health of employees in the company. Therefore, your efforts to improve wellness may include elements intended to support healthy behaviors as well as reduce risks to both mental and physical health. By addressing these risks and practicing healthy behaviors, you can improve your work life as well as prevent more serious health issues in the future. 

How Do Companies Improve Employee Wellness?

Companies may take a number of approaches to improve employee wellness. For example: 

  • Wellness Activities
  • Free Medical Screenings
  • Health Coaching
  • Health Club Memberships
  • Stress Management Practices
  • On-Site Fitness Programs or Facilities
  • Accessible Kitchens or Healthy Food options
  • Company Wellness Competitions
  • Wellness Education: Programs, Courses, Online Resources

In addition to utilizing the wellness resources provided by your company, you can also implement several strategies to manage your own wellness in the workplace. Let’s dive in.

How to Manage Your Personal Wellness

For many people, wellness can be difficult to prioritize amongst packed schedules, demanding projects, and a busy personal life. However, investing in your personal well-being can help you build healthy habits to better navigate these obstacles. 

Prioritize a Proper Sleep Schedule

According to Fort HealthCare Business Health, reducing your sleep by as little as an hour and a half for just one night could result in daytime alertness being reduced by as much as 32%. Further, reduced sleep can also impair your brain’s ability to process and store information as well as problem-solve. 

The adult body requires approximately six or seven hours of sleep per night to function correctly. Prioritize sleep by first deciding what your schedule will be including a goal time to wake up and a goal time to go to sleep. Consider implementing strategies to help you keep this schedule, such as:

  • Setting alarms to remind yourself to get ready for bed
  • Designing a calming nighttime routine
  • Turning off devices at a certain time
  • Skipping naps (we know, we know! But naps can make it difficult to sleep at night and lead to drowsiness or grogginess, especially if the nap is after 3 pm.)
  • Create a quiet and dark environment to sleep

Take Steps to Manage Your Stress

Work-related stress can cause you to feel unhappy with both your job and your personal life. The good news is that there are a few strategies you can use to manage your stress and improve your personal wellness. 

Find Your Stressors

Try to pinpoint your stressors by asking yourself what exactly is making you feel stressed and why? You may choose to keep a journal to record your thoughts as well as information about stressful circumstances. This technique can help you to learn more about your specific stressors so you can better prepare for and respond to similar events in the future. 

Develop Healthy Responses to Stress

Common poor responses to workplace stress may include stress-eating and shutting down. These habits can be tough to break so we suggest slowly transitioning into healthier options– seems a little counterintuitive to stress yourself out about not responding to stress correctly, right?

Instead, replace these habits with healthier alternatives. Consider a quick walk around the block in the sunlight, a meditation break,  or even just a couple of minutes of breathing exercises to allow yourself to slow down, process, and figure out the best way to navigate the situation.

Set Aside Time to Recharge

Brains and bodies require rest to recharge and function efficiently. To recharge, you should be taking time to completely disconnect from work–no thinking about work while making dinner, no tinkering with a project while watching tv at night. When you come back to work after recharging, you’ll likely find yourself feeling focused and productive. 

Socialize and Communicate

Isolation and a lack of communication can negatively impact your mental health and well-being, both in your work and personal life. Socializing can sharpen cognitive skills, reduce stress as well as contribute to your sense of happiness and well-being. Set aside time to spend with your friends and family and try to keep these plans. 

As for socializing in the workplace, communication can foster relationships among colleagues and ensure you are getting the support you need. 

Learn more about supporting your company culture through human connection, here.

Be Patient With Yourself

At Culture Works, we want to remind you that personal wellness is a constant process and deliberate effort; don’t be hard on yourself if you struggle to pick up these habits right away! Be patient with yourself in your journey toward personal wellness.

“Strive for continuous improvement, instead of perfection.” — Kim Collins.

Stay Tuned for Part Three!

Stay tuned for part three of our series, where we’ll discuss how to manage self.


Do you have a positive company culture? Find out by reading our article “Five Signs You Have a Positive Company Culture.”

How to Leverage Learning and Development to Improve Employee Retention

man sitting with laptop smiling at a coffee shop

Recently, employees’ priorities and desires have shifted—especially as a result of the pandemic.

Many individuals previously valued high-end office amenities and compensation above all else. Now, however, the list of desires has changed dramatically. (That’s not to say that brag-worthy offices and compensation don’t matter!)

There is one element that employers can leverage to improve employee retention: enter learning and development (L&D). Let’s continue this conversation on how to leverage learning and development to improve employee retention.

What is Learning and Development?

Learning and development (L&D) is an HR function defined as “a systematic process to enhance an employee’s skills, knowledge, and competency, resulting in better performance in a work setting.”

In ​​Human Resource Management, Back to Basics by Filip Lievens, it’s written that the goal of L&D is “to develop or change the behavior of individuals or groups for the better, sharing knowledge and insights that enable them to do their work better, or cultivate attitudes that help them perform better.”

So, what does this look like in real life? L&D can look like a variety of things depending on the business making the investment. For example:

  • One-on-one coaching
  • Seminars and/or workshops
  • Continued education
  • And more!
Infographic of How to Leverage Learning and Development to Improve Employee Retention

What Are the Benefits of Learning and Development?

There are various benefits—for both employees and employers—when it comes to implementing an effective L&D strategy for your business. Some of the benefits include:

  • Increased productivity
  • Reduced workplace risk
  • Increased job satisfaction
  • And of course, increased retention (which in turn leads to financial savings!)

How Learning and Development Improves Employee Retention

Increased employee retention is one of the best benefits of a successful learning and development strategy. In fact, according to a LinkedIn study, “94% of employees would stay at a company for longer if the business was investing in their career development.” Wow, that’s a statistic that can’t be ignored!

Moreover, L&D is something that you can’t ignore—especially given the Great Resignation that we’re observing now. The job market is HOT, and research shows that 86% of professionals would change jobs if a new company offered more opportunities for professional development.

PS: Employers who are fearful of the Great Resignation… Check out one of our latest articles on how to prevent the Great Resignation in your business.

How Can You Make Learning and Development Possible for Your Business?

We know, all of this L&D talk sounds great… But how can you make L&D possible for YOUR business? Below, we’ve listed three tips for getting started.

Incorporate Learning and Development Right Off The Bat

Many employers make the mistake of not implementing learning and development for new hires until they’re “comfortable” in their roles. Professional development, however, should be accessible from the get-go. This will ensure L&D has a more profound impact on an employee’s experience.

Build Learning and Development into Everyone’s Schedules

We know, everyone is busy! Whether it’s monthly or quarterly, it’s important to set aside a designated time for L&D on everyone’s calendars.

Make Learning and Development Accessible

Contrary to popular belief, L&D doesn’t have to break the bank. In fact, it’s often cheaper than many of the other perks you might offer your employees. That being said, learning and development opportunities should be spread across the board—and not just available to key employees and executives.

In fact, coaching has been named one of the most requested employee benefits, and the results are a win-win for both employee and employer. The bottom line? All of your employees are worth the investment of L&D!

Interested in learning more? Read on to see how learning and development can transform your company culture.

Happy Anniversary To Us: Culture Works is Two!

work celebration party with confetti pink company culture

It’s official! Our company, Culture Works, is two—happy anniversary to us! We are so excited to continue working with our amazing clients to make productivity soar, reduce churn, and operationalize culture through:

  • HR Consulting
  • Culture Operations
  • Talent Recruitment
  • And more!

We love operationalizing the vision of role and value alignment through true culture operations and culture accountability, and can’t wait to do more of it.

In the spirit of Culture Works turning two, we asked some of our team members to reflect on our two-year journey. Below are a few of their thoughts… Cheers!

Reflecting On Our Two-Year Journey

Who? Amber McQuail, Culture Operations

What She Has to Say: “Culture Works’ mission and values are not just words on a page, EVERYONE definitely walks the walk and talks the talk. It’s intentional collaboration, it’s inclusive, it’s thoughtful and caring, it’s impactful and it’s FUN!  I’ve watched the team double in size over the last year, and it’s been so rewarding to see an entire group of professionals grow and thrive alongside their clients and always be eager for more.”


Who? Claudia Parker, Branding Operations

What She Has to Say: “It is exciting to partner with companies that share our passion for employees and company culture. We have a fun, dedicated, passionate, committed, and collaborative team who love working with our clients in making a positive impact on the lives of their employees, their company culture, and the long-term vision of the business.”

Who? Courtney Harrison, Partner Operations Manager

What She Has to Say: “Since I have been with Culture Works I have seen the team and our clients evolve dramatically. Our team collaborates and elevates the level of work product for our clients to unbelievable heights. I get so excited to see the impactful work and hear about how our team works so hard to customize, humanize and simplify everything for our clients.”

Who? Cymbre Brown, HR Generalist

What She Has to Say: “We have managed to create this cohesive group of people who genuinely love what they do. We work so well together and understand how to capitalize on each other’s strengths to provide the very best results to our clients. I have never worked with a group of people that are so committed to a company’s vision. I am so proud of all that WE have accomplished.”

Who? Jenn Owens, HR Consultant

What She Has to Say: “Internally, we have focused on being a learning organization developing our HR knowledge for our clients and our own personal growth from a professional and emotional intelligence lens. Externally, our focus on partnering with companies to better understand their business and how we can help them build an amazing place for their employees to work has shown that HR is a partner here to help make company culture better.”

Who? Lea Vergara, HR Generalist

What She Has to Say: “Joining Culture Works has been the most exciting and rewarding experience of my career. Our team is so supportive – of each other and our clients. I love that we genuinely care for our clients, and it is rewarding to see them change for the better as organizations through their partnership with Culture Works.”

Who? Margie Holmstrom, Senior HR Generalist

What She Has to Say: “I have been with Culture Works for about 7 months now and I am so impressed with the company and its leader, Kristi! She ‘walks the talk’ in every way and that’s not something you see every day in business. Whenever we provide HR guidance, work products, or process improvements, clients never fail to express how grateful they are. I’m so excited for Culture Works’ 2-year anniversary – I can’t wait to see what our future holds! I’m thankful to be a part of this amazing company and team!”

Who? Sabrina Vonch, L&D Specialist

What She Has to Say: “I was recently asked, ‘What would I change about Culture Works?’ This question, in sincerity, stumped me. As a learning organization, Culture Works is committed to a growth mindset. This mindset allows us to stay innovative not only for our team but also for our clients. If something is not working, we learn from it, make the necessary changes to improve and keep moving forward. We are inherently fostering change and embracing our company values daily – I wouldn’t have it any other way.”


Who? Simone Jones, Culture Operations Partner

What She Has to Say: “Since I joined Culture Works, I have seen the quality of our work evolve, providing impactful and innovative products to our clients. The ability to work with clients who are aligned with our mission and values allows us to truly elevate their culture and employee engagement.”

Interested in learning more about how the Culture Works team works? Read on to learn how we retain our top talent (and how you should, too!)

culture works anniversary

Exiting Your Business: Step #1, Revisit Your Org Chart

Planning on exiting your business? Let’s discuss the first step you should take when doing so as a business owner: revisiting your org chart. But you might be wondering, what is an org chart, and why is it important?

What is an Org Chart?

First, for those who need a refresher, what is an org chart? An organizational chart, or org chart, shows the internal structure of an organization or company.

This considered, org charts house a lot of information. Also, there are many different types of org charts. For example:

  • Hierarchical Org Chart: Hence its name, shows who’s at the “top” of a business.
  • Matrix Org Chart: Typically used when individuals have more than one manager.
  • Flat or Horizontal Org Chart: This type of org chart is simple with just two levels: management and the workers. There are little or no levels of middle management in flat and horizontal org charts.
Org Chart
Above is an example of a “Matrix Org Chart” from Lucidchart.com.

How an Org Chart Can Benefit Your Business

So, now that we’ve refreshed your memory about org charts, how can they benefit your business? As a business owner, there are many benefits to using and maintaining your org chart. An org chart can help…

Org Charts for your business

Illustrate a Clear Reporting Structure

For big companies especially, org charts are extremely useful in illustrating who is a part of the company, who reports to who, who manages each department, and so on.

(Could we say “who” any more times!?)

By using an organizational chart, your company increases its efficiency; employees know exactly who to go to as needed.

Make Onboarding More Efficient

The onboarding process can be a thorn in your side as a business owner. There are so many people for your new hire to meet and remember! Creating an org chart can make your new hire more comfortable and help them put names to faces quicker.

Visualize Reorganization

The fact of the matter is that most of your employees won’t stay in the same role forever. Whether you have individuals shifting from department to department or from role to role, investing in quality org chart software can help you visualize your business’s reorganization with ease.

Delegate Work

A top notch org chart can help employees see their workload clearly. Additionally, an org chart can be helpful to identify when/if department heads need support. For example, are they managing a team of seven when they only have the bandwidth to manage five or six? An org chart can clearly paint this picture to help delegate work.

Increase Collaboration

When you have an awesome org chart, it’s something that can be shared all throughout your business. It then becomes a practical company-wide tool for planning and collaboration. An org chart can be especially helpful when it comes to scaling for growth, restructuring, and workforce planning.

How Org Charts Support Exit Planning

So, what the heck does an org chart have to do with exit planning? Well, we’re glad you asked…

Having an org chart helps you plan for exit. All of these benefits we’ve listed above—illustrating a clear reporting structure, increasing onboarding efficiency and collaboration, etc.—help support a smooth exit strategy.

After all, leaving behind your business takes forethought, and how could you leave behind your business without first identifying its internal structure?

One of the biggest challenges when it comes to exit planning is making sure your business won’t crumble when you leave. Having a powerful, scalable org chart in place is one of the many ways that you can help prepare your team for exit.

Want to Learn More?

So, you’re on your way to having an awesome org chart in place, plus you have a great team of employees! But how does your company fare culture wise? Here are five signs you have a positive company culture.

Shh… Retaining Your Top Talent Doesn’t Have to Be a Secret

Employee Retention

When you consider talent retention, chances are the first thing you think of doing as a business owner or CEO is offering competitive compensation to your employees.

While money is an important factor in attracting and retaining top talent, it’s not the entire cake. Rather, it’s an ingredient in the cake. Arguably, there is a much more important ingredient in the cake that is employee retention. According to a recent Harvard Business Review article on employee retention, the most important ingredient is making your employees feel special.

Now, wait a minute … Before you roll your eyes at how cheesy or “unprofessional” you might think this is, give it some serious thought.

Here, we’ll help you.

Feeling Valued and Special in the Workplace

Don’t worry, we’re not going to get all mushy gushy.

But why is it important to feel valued and special in the workplace? Well, according to Investors in People, the need to feel valued is not an abstract concept.

They write, “As human beings, we know what it feels like to feel undervalued and before long it can become intolerable. This is not only true in the workplace, but in relationships, family life, social clubs, and more.”

Feeling special in the workplace results in a number of positive benefits, according to the American Psychological Association (APA), including:

  • Better physical and mental health
  • Higher levels of engagement, satisfaction, and motivation.

“All the things that lead to a healthy and productive relationship between employer and employee,” says Investors in People.

How Can You Make Employees Feel Special?

So, how can you ensure your employees—more specifically your top talent—feel special in order to attract and retain them? Don’t worry, we’re not going to advise you to take your employees out for a happy hour every week (although we’re sure they wouldn’t complain!) or to buy them flowers and chocolates (kind of weird…)

Harvard Business Reviews narrows making your top talent feel special to three things you should never do. Here’s what they are.

Never Dismiss Their Ideas

Regardless of whether or not the idea is immediately actionable, ensure that your employees’ ideas are heard. Do not dismiss their ideas. Also, it’s important to remember that chances are, when an employee comes to you with an idea, it’s because they’re able to see an issue on the horizon.

Never Block Their Development

Offer your employees opportunities to grow. Is there a seminar or conference you know they’d like to attend to grow their knowledge? Support them in this! As an employer, you should always be championing your employees’ development.

Never Pass Up the Chance the Praise Them

Words of praise go a long way. Chances are your top talent works around the clock on difficult projects and tasks. When you fail to recognize this, employees might become resentful or look for other places of employment.

A Final Word

There you have it! The secret to retaining your top talent: making them feel special. (See, it’s not rocket science!) Read on for tips for attracting and retaining great talent.

10 Unique Ways to Support Your Company Culture Through Human Connection

Human Connection Company Culture

The topic of human connection is more important now than ever.

Many of us are returning to the office. It’s been a while … Some of you might be thinking, “How the heck do we do this again?!”

Harvard Business Review writes that returning to in-person work can be tricky. “Whether you’re excited or anxious about re-entry, you can expect being around other people to require a lot of energy that you probably haven’t had to expend in a while. Why is in-person interaction such a drain, and how can you muster up the energy to reconnect with your colleagues?”

Harvard Business Review recommends getting back to the basics of human connection.

In this blog post, we’ll detail 10 unique ways to support your company culture through human connection during this time.

What is Company Culture?

First things first, what is company culture, and why is it important?

Company culture is defined as “how you do what you do in the workplace.” This includes both the formal systems and the informal behaviors in the workplace, as well as:

  • Work environment
  • Company mission
  • Leadership style
  • Values
  • Ethics
  • Expectations
  • Goals
  • And more

Typically, company culture is something you can feel (even as an outsider!).

10 Unique Ways to Support Your Company Culture through Human Connection

There are many ways you can improve your company culture. Prioritizing human connection is one of them. Here are 10 unique ways you can support your company culture through human connection.

  1. Kick Off the Week with Some Positivity

Chances are your company has some sort of touch-base at the beginning of the week—whether remote or in-person. 

A great way to foster human connection is to kick off the week by sharing a “personal win” and a “professional win.”

For example, maybe one of your employees went skiing over the weekend and didn’t break a bone. That’s their personal win! Their professional win could be something along the lines of meeting an important deadline or managing their time well during the previous week.

Kicking off the week with some positives helps team members get to know one another on a more personal level and start their week on a positive note. It’s also a great way to share and celebrate accomplishments!

  1. One-on-Ones

Prioritizing one-on-one meetings helps build rapport between leadership and employees. During these one-on-ones, whether bi-weekly, monthly, or quarterly, you have the opportunity to learn more about your employees’ goals and experiences within your business.

It demonstrates to your employees that you care.

  1. Get Your Team Out of the Office

If distance allows it, get your employees out of the office. Take them out for a walk, coffee, drinks, the options are endless.

Fresh air and a change of scenery can help build trust; compared to having conversations in the same old meeting rooms.

  1. Encourage Conversations about Goals

Ask your team members about some of their personal and professional goals. What are their challenges and desires? How can you support them?

Some examples might include gaining the courage to speak up more in meetings or to better prioritize their time. Keep these conversations honest and light.

  1. Celebrate the Wins (Big and Small!)

In an article published by Forbes, they discuss the importance of creating a company culture where employees come together to connect and celebrate the hard work that’s been done.

It doesn’t matter if the win was big or small—it deserves acknowledgment!

  1. Ask a Community Question

Maria Leggett of Forbes recommends asking a ‘community question’ each week.

“Ask about a favorite vacation place, a most memorable trip, or even a funny story that happened at work. Describing the craziest call you ever received at the office can generate great responses and tell you a lot about how people handle the unexpected.”

This is a fun, easy way to foster human connection, thus improving your company culture!

  1. Practice Listening

Like, really listening … Active listening is a skill that, surprisingly, many of us don’t naturally have. When you’re in conversation with someone, it can be easy to get caught up in your own thoughts and distractions, thinking of what you’re going to say next—especially if you’re tense.

Active listening is a skill that can go a long way in creating authentic human connections. When you practice active listening, you’ll be able to hear what is actually being said, as opposed to misunderstanding, anticipating, or assuming.

  1. Encourage Sharing

Not quite like show and tell, but almost! As an employer, you should encourage sharing personal stories and interests. Consider talking about a new trending show on Netflix, who you’re rooting for in the Super Bowl, or an upcoming vacation at your next meeting.

This will help get to know your team members on a personal level.

  1. Polish Your Onboarding Process

The onboarding process can be overwhelming—which is why it’s important for executives to take the time to meet with new hires across the business, regardless of department.

This is especially important in the era of remote work, where employees can feel a bit more isolated than in-person.

  1. Practice Empathy

The tenth and final tip is to practice empathy! As the old adage goes, “Before you judge a man, walk a mile in his shoes.” This adage stands as a reminder to practice empathy.

When in conversation with someone, consider where they might be coming from. What is their perspective? How is it different from yours? How can you validate their experience?

Harvard Business Review recommends you “consider what barriers you may face in trying to understand the other person, like assumptions you may be making about them, what you need from them, or your own reactivity…. [By] cultivating a level of self and other-focused compassion, [this] can aid in navigating conflict or disagreements more gracefully.”

A Final Word

There are many ways you can increase human connection within your business to bolster company culture; above are simply 10 ways. Interested in learning more? Read on to learn more about how learning and development (L&D) can transform your company culture.

How to ensure successful culture integration post-M&A

How to ensure successful culture integration post-M&A

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. During this period, the merging of two company cultures can create culture shock, damaging productivity, profitability, and morale. Let’s talk about how to avoid that!

Entering into a merger can be challenging for both companies. Whatever the reasoning behind the merger, one thing is for sure—change is coming. According to Harvard Business Review, between 70 and 90% of mergers and acquisitions fail. A culture clash is often to blame for this extremely high number. 

Due Diligence

Preparing for a merger or acquisition requires time and planning. A large portion of this time is dedicated to conducting due diligence. Not sure how to go about your due diligence? Check out our due diligence checklist to ensure a smooth transition during an M&A. 

Due diligence happens during the process of an M&A — But what about the potential culture shock post-M&A? 

Leadership can help bring together the best of both cultures.

Employee engagement doesn’t have to suffer when you merge two different cultures. The leaders of both companies hold the power to protect employees and help them successfully share their cultures. One strategy is a weekly leadership meeting in which everyone steps back from the chaos of the merger to highlight the advantages of both cultures and strategize on ways to bring the best of each culture together to create a new, optimized company culture that works for everyone.

Creating a successful company culture requires an investment from everyone on the team and is essential to retaining employees and keeping them engaged in their work. Here’s how to get started.

Redefine your company’s core values.

Your culture and your purpose are defined by your core values. Merging two different sets of core values can be challenging. In many cases, the acquiring company attempts to keep its core values and share them with the other team.  This frequently results in a sense of disenfranchisement by the acquired company’s employees and results in reduced morale, productivity, and in turn, profitability.  A more egalitarian approach incorporates a process in which the leadership, often facilitated by an outside coach or consulting team, finds the best elements of both sets of principles and works to merge them, creating a new set of core values that speak to the merged company.

Training and development.

As you work to merge two different cultures together, it’s important to engage in team-building activities and ongoing training for all levels of the organization. 

Another aspect of the development of your team is ensuring your team members are aligned in their roles. Role alignment is essential to the success of your new merged business. When employees are aligned in roles that match their strengths they will be more engaged and excited about work.

Through training and development programs, team members who are not role aligned can discover their optimal roles and, in the process of reconfiguring the companies in the merger, change roles to be more productive and set up for success.  

Check-in with employees regularly. 

During a merger, it is essential that leadership and HR communicate regularly with all employees to ensure their concerns are being addressed. This can be done through informal check-ins, and/or formal employee engagement surveys. Monthly performance reviews can focus on an employee’s individual contributions to the overall company goals and assure them that their role is secure in the transition

Communication

One of the top reasons mergers and acquisitions fail is a lack of communication. When communication is lacking between managers and employees, employees are left asking questions: Why is the company merging? How will I be affected? How will I be supported throughout this merger? Am I about to lose my job?

Lack of communication with your employees may leave them confused and unmotivated to work hard for the newly merged company. Keep employees updated on the context of the merger, the timeline of what’s next, and other frequently asked questions related to the merger. Like restructuring the Org chart.  

Employee engagement before and after the merger.

Analyzing employee data before and after the merger can help you better understand how your organization has been impacted by the merger. In doing so, you can identify areas of your culture that may need work.

Employee retention

Employees will likely feel on edge during this major transition. They may be faced with fears of losing their jobs, being asked to re-apply for their job, or drastic company culture changes. Losing employees during the merger will negatively affect profitability. So focus on communication, incentives, clear goals, and strategies to keep your team engaged and in the know.

How to Create an Employee Handbook

How to Create an Employee Handbook

(You need a lot more than in a traditional handbook!)

There are many terms thrown around the HR space: employee handbook, manual, pamphlet, and review. Same, same but different.

Although there are various terms used, they all have the same goal for your business—security and prevention.

At Culture Works, we receive a lot of questions about employee handbooks, manuals, whatever the heck you want to call them!

Some common questions we receive include:

  • What is an employee handbook?
  • Does my small business need a handbook?
  • What should be included in my employee handbook?
  • What should I avoid while creating an employee handbook?
  • How often should I restructure the handbook?

So, let’s take a closer look into why employee handbooks are essential for any business, and how they can transform your business’s workforce planning. 

What is an Employee Handbook? 

Simply put, an employee handbook is a book or online PDF containing employee and employer guidelines to reference for all job-related information.

No matter the size of the business, an employee handbook is a necessary tool. (We understand that as a small business, you wear a lot of hats for the company, but this doesn’t mean an employee handbook should take the backburner).

In general, an employee handbook is reviewed and signed when a new hire is onboarded. Although the handbook is primarily used for onboarding, it’s important to acknowledge that an employee handbook is not only a resource for employees but is also a resource for employers as well.

Additionally, having a thorough, up-to-date HR handbook can reduce your business’s insurance costs. Clearly, there are many pros to having an employee handbook, regardless of business size.

What Should be Included in an Employee Handbook? 

An employee handbook is normally a large document with guidelines covering the following topics:

  • Equal Opportunity Guidelines
  • Company Culture
  • Paid Time Off (PTO) and Holiday Time
  • Job Expectations
  • Company Mission Statement
  • Company Policies
  • Work Performance Expectations
  • Who to Contact if an Issue Arises

Surprisingly enough, employee handbooks are not required by law. They are, however, as we’ve noted, very helpful and highly recommended.

Most HR representatives consider the employer’s handbook as an active document, which means that throughout the year, notes can be added and reviewed when policies and employment laws change.

What Should I Avoid When Creating an Employee Handbook? 

Creating and maintaining employee manuals in California is more difficult than in other states. This is because policies and guidelines are constantly being adjusted. 

It’s almost impossible to keep up, which is why adding notes and using the employee handbook as an active document is a helpful practice to follow.

Ideally, an employee handbook should be written by an HR consultant or professional, or an employment attorney. Although there are tools that can help employers build a handbook, it’s better to practice to collaborate with a professional. 

Forbes lists common mistakes that are made when creating an employee handbook, and they are worth paying attention to. Key takeaways include:

  • Not having a process for reconstructing the handbook
  • Using the handbook as a form of control
  • Failing to notify employees if there are changes to the handbook
  • Using only a template 
  • Vague language

Again, your company mission and values should align with the handbook.

When Should You Review Your Employee Handbook? 

The simple answer? Always.

Again, most HR representatives see the handbook as an active document. This means that throughout the year when policies and general guidelines change, notes can be added and reviewed.

An employee handbook is most helpful when constantly added to and reviewed. This way, the handbook will stay perfectly up-to-date without annual revisions, which is important if an issue arises. A handbook is a great reference point.

A Final Word

As an employer, it can be helpful to see the employee handbook as a resource, not just another box to check off the list.

It should essentially be seen as a big information source. There is a lot of information to keep track of as an employer. If an employee gets called to jury duty, for example, do they receive paid time off? Check the employee handbook.If you’re a small business and haven’t officially created an employee handbook, it would be helpful to contact an HR professional to assist in the process. Read our blog, “Small Businesses: How to know when you need HR” for more information.

How Learning and Development Can Transform Your Company Culture

How Learning and Development Can Transform Your Company Culture

It is not enough for a company to say it invest in its company culture. Creating a healthy workplace environment is a process that takes time and commitment. A factor that is often forgotten with any process is that learning new skills is essential to change. With learning comes vulnerability.

So, let’s chat about the power of learning and development within the workplace.

What Is Learning and Development? 

Learning and development (L&D) is an HR function: “a way of accruing value in employees that involves evaluating staff for potential and then developing it… on-boarding new staff and honing the skills of current employees.” 

How is this accomplished? 

By “using appropriate curriculum and techniques such as coaching, individual and team training, and staff assessments. Learning management systems also increase employee engagement.”

To reiterate the importance of L&D, we acknowledge that, “The term ‘learning’ often applies to immediate teaching, and ‘development’ has a longer-term connotation.”

Why Learning and Development? 

Culture Works acknowledges that part of our impact is through: 

  • Purpose
  • People
  • Process. 

The process means that we align HR and operations to simplify internal processes. We drive results by implementing HR infrastructure upgrades which are the building blocks of aligned organizational culture and business goals.

Learning and development are creating specific skills and connections that stay with employees when they leave the office for the day. Learning and development, in the long run, boost company culture while also improving the bottom line. L&D programs, in short, benefits employees and the company as a whole.

Creating a positive work environment with L&D

The news of the Great Resignation affecting all industries right now has pushed for more active implementation for positive company cultures in the workplace. There are ways to improve positive company culture with L&D. 

Utilize KSAs, not KPIs

In order to be a company that values a learning culture, you should put more emphasis on KSAs (knowledge, skills, and abilities) rather than key performance indicators (KPIs). Employees should be encouraged to better themselves in order to contribute to the greater success of the business. 

It’s important for employees to understand that learning and experimenting with new skills in the workplace is encouraged as well as expected. Empowering employees to take the initiative in their development is one of the best ways to help your employees and your company grow. 

Continually measure and adapt

In everything you do, it’s important to assess the results. These assessments will give you the information you need to build a better program and keep your employees motivated. 

Employee surveys are a great way to assess your efforts. Start with an assessment to establish benchmarks in areas like knowledge and performance. Once you have the base assessment, you can base your further efforts on the evaluation. These will help you uncover the impact of the program on retention, internal mobility, business results, and other factors that lead to success. 

It’s also important to assess employee responses to your efforts. Are employees taking advantage of the provided opportunities? Are they utilizing the online resources? If not, you may need to change course. 

Engage your middle management

It is said that company culture changes start from the top down, and while that is true (without high-level buy-in any culture initiative will fail), it is also essential to engage your middle management. If your mid-level managers do not understand the importance of learning and development, their direct reports will never completely buy-in. 

Middle managers need to know that the learning and development programs are designed to help keep employee skills up to date, and prepare their employees for potential growth opportunities. 

Managers can serve as a mentor to their employees, performing the training programs, and following up after. When employees take the time to develop new skills, it makes them better contributors to the team and gives them the opportunity to act as team players. When managers understand this, they will buy-in.

Recognize the difference between skills and behaviors. 

Understanding the difference between skills and behaviors will help you tailor your programs to ensure employee success. Skills are typically straightforward to learn and can be easily transferred in an online teaching environment. 

Changes in behavior are more complex. How people act in specific circumstances, like high-pressure situations, is more challenging to teach. Teaching the ‘why’ behind behaviors helps to promote a greater learning environment. You must teach your employees how you would like them to conduct themselves in the workplace. Part of this teaching process is modeling the behavior you’re actively encouraging your workforce to implement yourself. 

For example, if you have a collaborative, candid environment, you would do well to give employees the skills to be candid, accept honest feedback, and collaborate with teams. Understanding how your corporate culture meshes with your employees’ communication styles will define your company’s overall approach to learning. 

Are you debating if your company truly has a positive culture, one that implements Learning and Development? Read our blog to learn the 5 signs that your company does have a positive company culture. 

How to Prevent the Great Resignation in your Business

How to Prevent the Great Resignation in your Business

CBS News reported that in the second half of 2021, over 20 million people left their jobs for various reasons. Reasons for the increased resignation rates are likely due to culture, compensation, and flexibility. Although this is an alarming statistic, there are a few steps business owners can take to prevent the great resignation from affecting their business. 

What is the Great Resignation? 

The Great Resignation is described by Investopedia as a “higher-than-normal quit rate of American workers that began in the spring of 2021 and continued into the fall.” 

Why are so many people quitting their jobs? 

Over the course of 2 years, people have created a clear image of what they want their work-life balance to look like. The requirement to work from home over the last few years created a world of possibilities for many companies. Employees now understand what is possible, in terms of workplace flexibility. 

The collective experience of the last two years has also caused more people to focus on company culture and the employee experience. According to IDC, some of the most important focuses in terms of employee experience include:

  • Transparency, trust, and consistent communication from employers
  • A collaborative work environment with remote experiences allowed
  • A culture focused on belonging and inclusion
  • Employee listening, engagement, and recognition from management and peers
  • Career development and educational opportunities
  • Demonstrated corporate social responsibility

Employee Burnout and the Great Resignation

Another area of employee experience that has become a huge topic of discussion for most employers, is burnout.

Indeed released a study on workplace burnout that reported: “67% of all workers believe burnout has worsened during the pandemic.” They also found that “53% of millennials were already burned out pre-COVID, and remain the most affected population with 59% experiencing it [burnout] today.” 

The chart featured below shows the level of burnout among different generations over the span of COVID-19. 

Chart courtesy of Indeed.

How to spot employee burnout

As mentioned above, Forbes reported that even companies with a positive work culture are being affected by the Great Resignation. This is most likely due to the increased burnout rate over the last few years. 

So, one of the most preventative steps an employer can look out for is employee burnout. Forbes lists the three warning signs of burnout as: 

  1. “Decreased Productivity and Performance
  2. Increased Cynicism towards coworkers and clients
  3. Detached from the company.” 

How can you prevent the Great Resignation from influencing your company?

There are actions your company can take to prevent your employee retention rate from taking a hit this year. Companies that have provided a great work environment are also being affected by the Great Resignation, so how can you retain your employees? 

Let’s look into some preventive measures that companies can take in 2022. 

Foster Positive Company Culture

There are a LOT of factors that go into creating positive company culture. Some aspects of work that improve by strong company culture include:  

  • 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. 

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)

Read our blog to see if your company checks off the 5 signs of positive company culture. 

Learning and Development

Culture Works believes that Learning and Development (L&D) plays a major role in fostering a positive and productive work environment. 

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 and encouraging their personal and professional growth. One of the best ways to invest in the learning and development of your employees is to provide additional courses that increase your employee’s skills and bring them to the next level, so they can be promoted within!

Allowing for a Flexible Work Environment

CNBC reports that 57% of workers require employers to provide options for a flexible work environment. This means creating a space where employees can successfully complete their roles remotely, in person, or with a hybrid work model. 

The moral of the story is: A flexible workplace can be the difference between you and another employer.

Combating burnout, finding value-aligned employees, and creating a positive company culture are only a few ways you can work to prevent the Great Resignation from affecting your business. 

How long has it been since you thought about your company’s culture? Do you bring your company’s values into your daily conversations? We’ve put together an article explaining how you can start setting team goals, with your values in mind, to foster company culture and increase employee retention. Read more here.

Count me in!

Practical steps you can take to make your company culture (and yourself) even better.

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