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Tag Archive for: hr

How to Manage Wellness in the Workplace

News, Personal
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.”

https://www.cultureworkshr.com/wp-content/uploads/2022/06/iStock-1314206939-1.jpg 1414 2121 Amanda Rogers https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Amanda Rogers2022-06-26 07:00:002022-06-09 15:16:33How to Manage Wellness in the Workplace

Happy Anniversary To Us: Culture Works is Two!

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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
https://www.cultureworkshr.com/wp-content/uploads/2022/05/Happy-Anniversary-To-Us-Culture-Works-is-Two-1-1.png 628 1200 becca https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png becca2022-05-29 07:00:002022-05-12 17:09:46Happy Anniversary To Us: Culture Works is Two!

HRIS, HCM, and HXM: What Are They and Why Do They Matter?

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HRIS HCM HXM

HRIS, HCM, HXM… What the heck do all of these human resources acronyms mean!? And why do they matter? Don’t worry, our team at Culture Works is here to simplify things for you.

Let’s get down to the explanations, starting with HRIS.

What is HRIS?

HRIS stands for human resource information system. Gone are the days of filing cabinets and paper forms!

Moreover, an HRIS is a software solution that “maintains, manages, and processes detailed employee information and human resources-related policies and procedures,” according to Oracle. Sounds awesome, right?

“The HRIS standardizes human resources (HR) tasks and processes while facilitating accurate record-keeping and reporting.”

What Are the Benefits of HRIS?

Potential benefits of implementing an HRIS include:

  • Increased productivity
  • The ability to make data-driven decisions
  • Improved operational efficiency
  • Increased employee satisfaction
  • Enhance user experiences
  • Accommodate business growth
  • Maintain compliance

HRIS Examples

Here are some HRIS software examples, courtesy of Adam Enfroy.

  • ADP
  • Namely HR
  • Paycor HR
  • Bamboo HR
  • Workday
  • Zenefits
  • UKG Pro
  • Sapling

What is HCM?

HCM stands for human capital management.

Similar to HRIS, HCM is a great tool for overworked HR teams and line managers, as it frees up time from various HR tasks. To clarify, human capital management is not only software but also a more general HR strategy.

According to ADP, human capital management is “the process of hiring the right people, managing workforces effectively and optimizing productivity… [This strategy is] made up of a series of administrative and strategic applications that include:

  • Recruitment
  • Onboarding
  • Payroll
  • Time and attendance
  • Benefits and retirement services
  • Talent management
  • Training
  • Reporting and analytics
  • Compliance”

So, has your company spent time developing a quality HCM strategy? Look below for its primary benefit.

The Primary Benefit of HCM

Most importantly, an effective HCM strategy helps increase workforce productivity while helping HR managers hire, engage, and retain employees.

What is HXM?

Let’s address our final acronym: HXM. HXM stands for human experience management. Human experience management continues to build upon human capital management (HCM).

The Future of Customer Engagement, Experience, and Engagement describes HXM best. Unlike HCM—which focuses “on facilitating transactions and pushing top-down HR processes”—HXM is “all about focusing on the people who power a business to success; providing them with the tools and technology to enable meaningful, productive, and personal employee experiences that drive business results.” Awesome, right?

After all, we all know that when your employees have positive work experiences, their productivity, creativity, and ability to serve all increase. On the contrary, a negative employee experience can result in decreased productivity, poor performance, and therefore, negative customer or client experiences.

The newly emerging idea of HXM manages the role that employee experience plays in developing high-performing companies. Don’t believe in the importance of HXM? Check out this article by Forbes, “5 Reasons Why Human Experience Management Is The Future Of HR.”

A Final Word

The fact of the matter is that your business doesn’t want to be focusing on HRIS, HCM, and HXM solely to protect itself, or because it’s what you “should be doing.”

HRIS, HCM, and HXM help foster amazing company culture—and are why it’s important to build a team that is focused on building this standup culture. Interested in learning more? Read on for ten unique ways to support your company culture through human connection.

https://www.cultureworkshr.com/wp-content/uploads/2022/04/HRIS-HCM-and-HXM-What-Are-They-and-Why-Do-They-Matter-1-1.png 628 1200 becca https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png becca2022-05-22 07:00:002022-04-15 11:52:42HRIS, HCM, and HXM: What Are They and Why Do They Matter?

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

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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.

https://www.cultureworkshr.com/wp-content/uploads/2022/05/Shh…-Retaining-Your-Top-Talent-Doesnt-Have-to-Be-a-Secret-1.png 628 1200 Becca Jones https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Becca Jones2022-05-01 07:00:002022-04-15 09:20:36Shh… Retaining Your Top Talent Doesn’t Have to Be a Secret

How to ensure successful culture integration post-M&A

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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.

https://www.cultureworkshr.com/wp-content/uploads/2022/01/iStock-473511946.jpg 1414 2121 Kelsey https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Kelsey2022-02-21 15:03:002022-02-01 14:35:35How to ensure successful culture integration post-M&A

How to Create an Employee Handbook

Uncategorized
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.

https://www.cultureworkshr.com/wp-content/uploads/2022/01/iStock-1314595934-scaled.jpg 1711 2560 Kelsey https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Kelsey2022-02-14 14:28:002022-01-24 14:36:03How to Create an Employee Handbook

How to Prevent the Great Resignation in your Business

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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.

https://www.cultureworkshr.com/wp-content/uploads/2022/01/iStock-1265048205.jpg 1412 2122 Kelsey https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Kelsey2022-01-31 12:28:002022-02-01 10:09:13How to Prevent the Great Resignation in your Business

What’s the Difference Between a Leader and a Manager?

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What’s the Difference Between a Leader and a Manager?

As Julias Campbell says in Remember the Titans, “attitude reflects leadership, captain.” This reigns true for the workplace as well. Leadership is the driving force of your company’s culture. 

One question we often receive from clients is, “What is the difference between a leader and a manager?” Let’s dive into the differences between the two, and the impact they have on the organization. 

Manager vs. Leader

As you have probably seen in any workplace, leaders have people who follow them and get behind their ideas and initiatives. While a manager simply has people who work for them. The biggest difference between the two is the influence and impact they have on the people with whom they interact.

As a business owner, ensuring you have managers who have strong leadership qualities is essential to your success.

Some of the most influential characteristics of a leader include:

  • Honest and Integrity
  • Inspiration
  • Communication Skills
  • Strong Vision
  • Ability to Innovate

The characteristics of a strong manager that you also want to be on the lookout for include:

  • People-focused
  • Project management
  • Execution of a vision

A manager who has a blend of the two sets of characteristics has a real opportunity to drive change and create a positive workplace culture. 


BoredPanda provides great illustrations that sum up the differences between a leader and simply a boss. The common theme between all the images is the difference in processes and the rhetoric used in the office.

Photo courtesy of BoredPanda
Photo courtesy of BoredPanda

Taking Leadership Beyond Management 

At Culture Works we understand that leading a team, an organization, or just a single person can be challenging. Creating success for your company as a leader requires a well-thought-out and actionable plan. 

Here are the foundational steps you can take to step closer into the leadership role:

First, begin with defining your purpose.

Create a vision and purpose for yourself and your team. Effectively communicate this purpose with your team and other employees at all levels. This creates a cohesive company spirit that makes everyone feel included.

Next, show that you are passionate about your purpose and vision.

Enthusiasm is contagious. If you show you care, your employee will care more in return. If people see that they are important to implementing the company’s vision, they will feel important and appreciated.

Show your employees the example of what they should be doing, by doing it yourself.

If you hold yourself to a higher standard than those around you, your employees will rise to the standard you set.

Maintain flexibility in how you reach your goals.

While your goals should be fixed, the way you attain them can change based on circumstances. Stay determined and focused on achieving goals, while changing course when necessary.

As you begin to create these goals for your team, be sure to consider the decisions that will create sustainable success.

Quick fixes and wins do not build momentum or increase employee engagement. Planning for long-term success will allow your employees to feel safe and secure with their employment.

Have a dual focus as you navigate through your company’s decisions.

Be sure to keep the big picture in mind always, but pay attention to the small details that build the big picture. Create your business strategy by using those small details.

Want to know more about how you can take your leadership or your team’s leadership beyond management? Read more on our taking leadership beyond management blog. 

https://www.cultureworkshr.com/wp-content/uploads/2021/12/iStock-1258010151.jpg 1414 2121 Kelsey https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Kelsey2022-01-23 10:14:002021-12-22 12:11:37What’s the Difference Between a Leader and a Manager?

Hiring Trends in the New Year

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hiring trends in the new year

The hiring process has changed over the last year and will continue to change in 2022. 

Culture Works believes that intentional hiring can be achieved in the new year with the use of role alignment and culture operations. 

These are some of the tools that Culture Works uses with clients, but what other hiring trends are coming in 2022?

Proactive Recruitment

A buzzword that is being thrown around in the HR sector is “proactive recruitment.” Well, it turns out that proactive recruitment is more than a buzzword, it’s also a practical tool to utilize.

Proactive recruitment is exactly what it sounds like. A company might actively talk to candidates who are already hired in another role at another company. It sounds risky, but the main hiring trend of 2022 is that anything goes. The remote work culture has additionally made proactive recruitment more tangible in the workforce.

Remote Work is Here to Stay

LinkedIn did a worldwide analysis on the job market and determined that the most sought-after jobs in the new year are remote.


This can be explained for many reasons. One of the biggest draws towards remote work is that location doesn’t matter anymore! A couple of years ago, the “Are you willing to relocate?” section of job applications might have been a scary thing to check off. Now, relocating isn’t required as often.

How Does Remote Work Affect Employee Benefits for the Future? 

Business Insider warns future job seekers to look out for “too good to be true” scenarios. This means that a company may offer a tight-knit community full of happy hours, free lunches, and other one-off perks.

While these offers are tempting, there are sometimes factors about the workplace that are not ideal to work in (despite the tempting happy hour offers).

Some questions to ask about benefits and company culture in 2022 might include:

  • How does this company address burnout? 
  • How does the company implement work-life balance? 
  • Do employees feel they are working in a safe environment? 
  • How is communication handled in the office? 

These questions are a starting point for understanding what companies are painting themselves as—compared to how they actually operate.

How to Narrow Your Search (AKA Avoid the Black Hole of LinkedIn!)

The remote workforce often means remote recruiting and hiring.

If your company posts a job offer, chances are hundreds of applicants are going to see the job posting on LinkedIn. So, how do you narrow down your talent search in the age of “one-click” job recruitment?

On LinkedIn’s blog, they highlight the best practices to use as a company using LinkedIn for hiring. Some of their main focuses for LinkedIn specifically include:

  • “Convert your company followers into new hires
  • Align your search and pipeline in one place
  • Search for new talent based on the profiles of your current top performers
  • Once you’ve found people who seem like a good fit, send them an effective InMail message” 

These are all great tips for after people have applied for a job through LinkedIn, but the time is just as valuable as your own. How can you make the process as simple but effective as possible? Some great guidelines to follow include:

  • Writing job descriptions that are detailed and very clear
  • Use the Search Insights Feature available for recruiters
  • Always, always respond, even if the response is a rejection of their application

The communication process through hiring has shifted. If a potential hire has spent an hour crafting a cover letter and application, and they never hear back regardless of the outcome, then there is less credibility tied to your business based on word-of-mouth.

Market Yourself to Potential Employees

If your company doesn’t have a marketing strategy, you’re already behind. 

While your competitors are marketing themselves to clients and future employees on various social media platforms, you have stayed in the same networking circle.

People love and value the human side of a company.  So, if your company isn’t ready to step into hiring an outsourced marketing agency, there are small steps you can take to start attracting high-value hires.

One of these steps is sharing client and employee testimonials and stories on LinkedIn or any social platforms your company has. This builds a trusting brand that new hires will be looking for when applying for jobs.

Top Skills to Be on the Lookout For

Okay, now you’re active on LinkedIn and have put effort into marketing yourself to potential employees — What’s next?

There are top skills that are being sought after in the 2022 job hiring market. These skills revolve around an individual being adaptable to situations and roles. Along with being adaptable, these following traits should be considered as a hiring manager listed by Hire Digital:

  • Technology 
  • Problem-Solving
  • Project Management
  • Digital Marketing
  • Team Player in a Remote Environment

Are you positive your company has a positive company culture? Oftentimes the positive phrases plastered over a company website don’t ring true for current employees. Learn more by reading the five signs you have a company culture on our blog.

https://www.cultureworkshr.com/wp-content/uploads/2021/12/iStock-1090046326.jpg 1393 2151 Kelsey https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Kelsey2022-01-16 09:27:002021-12-22 12:12:16Hiring Trends in the New Year

Five Signs You Have a Positive Company Culture

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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.

There is a LOT of talk in the Human Resources space about company culture. But 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! 

https://www.cultureworkshr.com/wp-content/uploads/2021/11/iStock-1216869584-scaled.jpg 1600 2560 Kelsey https://www.cultureworkshr.com/wp-content/uploads/2021/09/Cultureworks_Brand-Identity_Logo-RGB_Signature_Horizontal-1030x276.png Kelsey2021-12-19 16:11:002021-11-23 16:20:24Five Signs You Have a Positive Company Culture
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  • A Letter from our CEOA Letter from our CEO, Kristi PastoreSeptember 2, 2021 - 12:01 pm
  • The World's Opening Up — What Are Our Employees Going to Do?The World’s Opening Up — What Are Our Employees Going to Do?June 27, 2021 - 1:39 pm

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