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.

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.

Hiring Trends in the New Year

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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.

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!

What it looks like to work for (and with!) Culture Works

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Have you wondered what happens behind the scenes at the Culture Works office? Or, what partnering with us looks like? We have many roles and systems in place to make sure we provide the best possible service for your company, which also means hiring the right people.

Culture Works is Your Recruiting Partner

If you partner with Culture Works, we help make the recruitment process as painless as possible (yes, there are many ways to do this without scrolling through hundreds of LinkedIn applications).

We follow a unique process that aligns with your internal hiring team to create and implement a customized recruitment strategy.

What this process looks like in practice is:

Culture Works strives to be an extension of your human resources department that creates or expands ongoing recruiting initiatives
Full cycle coordination of recruitment efforts
Scouting and screening of active applicants
Candidate recaps and hiring manager debrief sessions

Value and role alignment is at the core of everything we do in recruiting. Why is it important? With the right people in roles that enhance their strengths and interests, you will likely see more productive employees, more engaged employees, and a happier workforce all around.

Value Alignment

Our team spends countless hours creating a “bench” of great talent. So, when you’re ready to find a great team member, we know just the people to start your search.

Glassdoor published a study that highlights what employees value most in the workplace. The culture and values of a company are what employees placed the most emphasis on. Translation? Value alignment is extremely important in ensuring your top employees remain with your company.

What do we mean when we say value alignment? Value alignment is the process by which your established company values are a match with the candidate you’re speaking with. If your employees value honesty and transparency, but that’s not part of your core functions as a company, you will likely run into problems down the road.

Oftentimes, miscommunication within a company arises because company values are unclear. One way to avoid this miscommunication is to clearly state your company values and to frequently come back to them.

While you’re running your business, there may be adjustments in your company values, and that’s OK! The process of establishing core values that align with both you and your company is the starting point to aligning on a recruitment strategy that really works.

Role Alignment

Another area of focus for the Culture Works team when recruiting both internally and for our clients is role alignment. What, you ask, is role alignment?

Role alignment is uncovering the strengths, weaknesses, and interests of your candidate and finding a role that fits those areas. If you have a non-detail-oriented person in a heavy-detail-focused role, they will likely be unhappy and you could lose what could be a great member of your team.

Our team prioritizes role alignment in every recruiting engagement we participate in. When your employees are aligned in their roles, based on experience, personality type, and strengths, they are more likely to succeed.

It can be tempting to dismiss people who haven’t ticked every box required for the role, but we suggest that you look past the confining checklist under the job description and potentially uncover where they may be a better fit.

Our process encourages you to focus on other values that can’t be taught. For example, flexibility is crucial for any employee to thrive in a new environment. The employee might not check all the boxes on the job description, but they are eager and quick learners. This sets the company up for a more successful retention rate.

Talent Strategy

Talent strategy is another factor we encourage in our recruiting partnerships. We help your company attract the right talent. Some of these strategies include:

Create an enjoyable work environment
Give your employees opportunities for growth
Take time to consider who is placed in leadership positions
Show recognition to your employees
Offer unbeatable compensation and job flexibility
Be involved with your employees and foster relationships

The best way to attract future employees is to pay attention to what is happening internally. When you create a company culture that is ideal for both the company and your employees, more people will want to join your organization.

Working for Culture Works

At Culture Works, we like to practice what we preach by fostering a positive work environment that encourages our team to grow both in their career and personally. This means implementing everything mentioned above, and more.

Perks and Benefits

We value transparency on all levels. This is highlighted on our website where we outline the perks and benefits that all Culture Works employees have access to:

0-90 Days Onboarding

Monthly WFH Stipend
1 time desk experience stipend
Participation in awesome company culture events!

90 Days to 1 Year

Monthly WFH stipend
Participation in company operations and accountability
Flex time
Education reimbursement

1 to 5 Years

Monthly WFH stipend
Participation in company operations and accountability
Flex time
401k eligible

5+ Years

Monthly WFH stipend
Participation in company culture operations and accountability
Flex time
Education reimbursement
401k eligible

Growth and Development

Logistics aside, there are personal growth opportunities within our company.

How?

We develop and empower our own team by valuing security, attention to detail, and expertise. We are teachers and students. We are proactive, gritty, and all the way bought into the vision of Culture Works. This means we follow this plan for each employee:

0-90 Days Onboarding

50% Gameplan
50% Role Aligned with Client-Facing or Client Projects
Performance Success System (Gameplan is 30-60-90 and weekly Check Ins with Kristi, founder of Culture Works)

90 days to 1 Year

Client team: 100% client facing or client projects
Ops: 100% role aligned with functional ownership
Performance Success System: Monthly Check Ins with Kristi)

1 to 5 Years

Client and Ops team: Eligible to remove 100% capacity from role or clients, and add VC capacity in leading leaders, leading process, or leading business
Quarterly Check Ins with Kristi

5+ Years

Client and Ops team: Eligible to remove 100% capacity from role or clients, and add VC capacity in leading leaders, leading process, or leading business
Quarterly Check Ins with Kristi

Do you still have questions about what it’s like to work with or for Culture Works? Reach out today for more information.

Want to dive deeper into the role alignment conversation? Take a look at this article on our blog, to understand the importance of role alignment in hiring.

Small Businesses: How to Know When You Need HR

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Small Business Saturday just happened, so we’re giving all the love to our small businesses! As a small business owner, it’s very important to know when you need HR.

Some of the questions that Culture Works receives on a regular basis are:

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

We’re going to break down some of these answers, and hopefully, guide you to understanding the role that HR can play in your small business.

What Is the Purpose of Your HR Department?

Before investing in an HR fractional team or hiring new employees, it can be helpful to gauge what your new team members would be doing for your small business.

Whether you decide to hire a fractional team or HR Manager, these are some of the roles and responsibilities they might cover:

Employee handbooks and manuals
Employee conflict
Upper management
Onboarding
Payroll
Benefits administration
Paid time off and leave
Enforcing company policies
Contract violations
And so much more!

When Should My Business Start Looking for HR Team Members?

There are different factors that contribute to the level of HR needed for any company. In the next year, under the Affordable Care Act, the IRS is planning to increase employer penalties. As a small business, there is not much room for a financial error or blow.

One key element that is important to acknowledge is the update in the Employer Mandate:

“In accordance with the Employer Shared Responsibility Provisions (ESRP) of the ACA, employers with 50 or more full-time employees and full-time equivalent (FTE) employees identified by the IRS as Applicable Large Employers (ALEs), are required to offer Minimum Essential Coverage (MEC) to at least 95% (70% for 2015 only) of their full-time workforce and their dependents whereby such coverage meets Minimum Value (MV) and is affordable to the employee or be subject to penalties.”

Depending on the size of your small business, this would be a reason to make your company either partner with a fractional HR team or hire a HR manager to monitor employee benefits and payroll in compliance with the new ACA standards.

What HR Roles Do You Need?

As mentioned above, an HR manager or HR fractional team is your best bet as a small business. There is a difference in cost and outcome in fractional or outsourced HR, but, of course, this all depends on your specific situation.

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

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

Still wondering if you may need to invest in an HR Manager or Employment Law Attorney? Read on.

What Culture Works is Grateful for This Year

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It’s the season of gratitude, and the Culture Works team wanted to express what they’re thankful for. Read on to hear their responses, and get to know the team a little better!

	What Are You Grateful for This Year?
Amber	I am thankful for my kids, and the inspiration they bring to me to be a better person every day. My home, there’s no place like home. And my health, so that I can enjoy so many special moments in life.
Alexis	I am thankful for my growing family and the time that I get to have with my daughter. Thankful for my health and wellness and those around me that support me. I am thankful for all the new experiences that I will have as a new mom.
Claudia	I am thankful for my amazing husband, family, friends and community, and the health of those around me. I am grateful for life itself and the personal growth that comes from traveling to new (and old) places. Last, but not least, having an awesome job where we get to impact so many people!
Courtney	I am grateful for life. I love the life I live. I am healthy, and I have healthy kids and a supportive and loving husband. My family lives close and are all healthy and loving and involved. I try to take in all the small things. Breathing the ocean air, looking at bugs with my boys, taking nature walks, and snuggling. I am grateful for all the little moments that make up life.
Cymbre	I am grateful for my health and my family’s health. I am grateful to wake up everyday and have the ability to positively impact the people I encounter.
Diane	I have always been grateful for my health and the health of those around me. We can never take that for granted because without it, we cannot experience and share in what this beautiful life has to offer – we need to care for everyone and everything in this world!
Howie	I am grateful for my amazing family and friends and always being surrounded by loved ones. I am grateful for music, colors, and the ocean. I am grateful for laughter and for the challenges in life that shape who I am. I am especially grateful for my incredibly loving wife who always reminds me to be grateful.
Jenn	There is so much to be grateful for. I am forever thankful for the health and happiness of the people I love. Every day is a gift and I am so blessed to spend them with my family, friends, and loved ones.
Karla	There is so much I am both grateful and thankful for year-round, but especially around this time of the year. My blessings consist of my sweet and loving family, fur babies, friends, work-family, and always, God.
Kate	I am most grateful that I get to wake up every morning to a family that is happy and healthy and work that I am passionate about. I have wonderful people in my life that keep me laughing and give me perspective and I will never take that for granted.
Kristi	I am grateful for time with my mom and family, having the best husband and son in the world, the most amazing best friends, and the best team I’ve ever been honored to work with and drive our purpose!
Lea	I am immensely grateful for the continued health and safety of my family and friends. I’m also thankful for the small pleasures in life: a hot cup of tea, a good book, the smell of the ocean, and fresh doughnuts.
Margie	What I’m thankful for this Thanksgiving is my good health, my loving family and friends as well as having an awesome job . . . All of these provide for a happy, fulfilling, and peaceful life for which I am deeply grateful!
Michelle	I am thankful for the most amazing family. I have the most supportive blood and chosen family who are gracious and wonderful humans.
Sabrina	I am grateful for the love from my children, the support from my friends, and the air in my lungs.
Simone	I am grateful for where I am at in my life and everyone who is a part of it. My husband, family, friends, and co-workers make each day’s journey more exciting, fun, and purposeful, and I am extremely thankful for that.

At Culture Works, we love our team! Interested in learning more about them? With the holiday season coming up, now is the perfect time to read about their favorite holiday traditions (including secret mistletoe and boozy dreidels!)

How to Nail your Remote Company Culture

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If you think that working remotely as a company automatically means that positive company culture is out the door, then think again.

There are steps that you can take as a company to ensure that your employees feel heard and understand that they are valued, even when working from home (WFH).

Defining your Purpose

At Culture Works we believe that defining your company’s purpose is one of the most important foundations for a positive culture.

Would you be surprised to hear that your company culture is actually defined by your purpose?

There’s a statistic that states, “¼ employees are either indifferent or don’t know much about their company’s mission.”

The numbers speak for themselves, and if an employee has no level of commitment or passion towards the company’s purpose, then fostering a positive work culture will become a more difficult feat.

If employees are working from home and don’t fully understand the company’s purpose, then the odds are they aren’t going to seek it out. This is the role of the higher up’s to implement constant purpose-driven actions.

One way to define your purpose is to ask yourself some questions:

How fulfilled are your employees?
How does your work impact others?
What’s the meaning behind your work?
What was the original goal of the company — has that changed?
Are you spinning your wheels or losing money because of a lack of intentional culture?

Although those are some big questions to tackle, it’s necessary to define your company’s purpose and improve the remote work culture.

Defining your Culture with a Hybrid Work Model

Defining your culture through Zoom has proven to be a challenge for many companies. Theresa Larkin from Zoom posted a blog highlighting ways to maintain company culture through a hybrid workforce.

One of the key tips as many companies are returning to a hybrid model is to “create equity between on-site and remote workers.”

Some of the ways listed to create a common ground and culture include:

“Create space for hobbies and activities
Communicate through a company or team-wide channels
Host fun activities
Keep everyone informed on your whereabouts.”

These are some tangible action items that will hopefully jump-start the defining of your company culture.

Role Alignment in a Remote Workforce

Understanding each employee and their skillset on a deep level will help the whole team dive into positive company culture, this can be done with value and role alignment.

Forbes speaks of role alignment highly claiming that role alignment can be “getting everyone on the same page” as a long-term goal, or even “understanding everyone’s role.”

While companies commit to staying remote or moving into a hybrid model, there are bound to be changes in employee roles. People adapt and change, and as a higher-up, it’s important to keep company culture at the core of change.

Do you dread making mistakes at work? You should actually embrace them! Learn more about why you should make mistakes at work here.

Working with an outsourcing company: What you need to know

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If your human resources team feels like they don’t have enough time in the day to contribute to crafting your company culture in a profound way, you may want to consider hiring a fractional HR team. At Culture Works, our team sets out to assist your HR professionals with all their operational processes. Let’s dive deeper into how a fractional human resources team can help your organization see greater success.

When do you need an Employment Law Attorney vs. HR Generalist?

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When a company is forming, an HR Specialist is at the top of the list to hire. There are many reasons for needing an HR specialist. For one, they will help protect your business in the future, and also help build a positive culture where employees feel heard and valued.

Create a Positive Work Culture: Tips from HR Gurus

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At Culture Works, we believe that making employees feel comfortable should be at the forefront of any company intent with culture. If employees feel nervous to speak up, then the likelihood of honest conversations and growth is slim.

Tag Archive for: hr

Manager vs. Leader

Taking Leadership Beyond Management

First, begin with defining your purpose.

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

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

Maintain flexibility in how you reach your goals.

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

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

Proactive Recruitment

Remote Work is Here to Stay

How Does Remote Work Affect Employee Benefits for the Future?

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

Market Yourself to Potential Employees

Top Skills to Be on the Lookout For

Learning and Development

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.

Maintaining Neutrality

A Flexible Work Environment

Culture Works is Your Recruiting Partner

Value Alignment

Role Alignment

Talent Strategy

Working for Culture Works

Perks and Benefits

0-90 Days Onboarding

90 Days to 1 Year

1 to 5 Years

5+ Years

Growth and Development

How?

0-90 Days Onboarding

90 days to 1 Year

1 to 5 Years

5+ Years

What Is the Purpose of Your HR Department?

When Should My Business Start Looking for HR Team Members?

What HR Roles Do You Need?

Defining your Purpose

Defining your Culture with a Hybrid Work Model

Role Alignment in a Remote Workforce

Count me in!

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