Outsourced Recruiting

One of the most important parts of your business is the people you hire. Having the right set of people on your team is key for any business to be successful, productive, and efficient—but it’s often easier said than done.

Finding the right employees who fit not only their roles but also your company culture can be a challenging and lengthy task. Read on to learn about outsourced recruiting: what is it and what are the benefits?

Let’s dive in.

What is Outsourced Recruiting?

First things first, what is outsourced recruiting? Outsourced recruiting, also known as Recruitment Process Outsourcing (RPO), is a business strategy “in which sourcing, recruiting, and hiring (in whole or part) is outsourced to an expert to positively impact productivity and profitability.”

There are many reasons why a company might turn to outsourced recruiting. Forbes writes that many companies do so when they don’t have the resources on hand to support their talent sourcing needs. Other reasons for outsourcing your recruiting include:

  • Cutting down on costs
  • Increasing your search pool
  • Decreasing employee turnover
  • Saving time
  • And more!

What are the Benefits of Outsourced Recruiting?

Outsourced recruiting might be a great option for your business. But how can you know for sure? Below we’ve listed five benefits of outsourced recruiting.

Save Money

There isn’t an employer out there who wouldn’t like to cut costs when possible. Outsourced recruiting, similar to any other type of business process outsourcing, costs a fraction of what hiring an in-house recruitment team would cost.

RPOs typically charge:

  • Monthly management fee
  • Sporadic transactional fees (when filling individual positions)

All in all, research shows that ​​”the total cost of an RPO ends up being 60% to 75% less… plus you get the added advantage of freeing up the internal team to accomplish other tasks.”

It’s a win-win for everyone!

Widen Your Search Pool

By outsourcing your recruiting, you widen your search pool tenfold. Think: It’s what RPOs specialize in.

RPOs use a variety of tools to find the best fit for your business’s open positions, including:

  • Sourcing candidates on their own
  • Employee referral programs
  • Company career sites
  • And more

RPO providers have access to “a vast network of applicants and recruiters across multiple industries and geographic areas,” according to this G&A Partners. They also have the technology to “investigate candidates beyond just their resumes and analyze and assess personalities, skill sets, and other qualities.”

Lower Employee Turnover

An employer’s worst nightmare is spending time and money training a new employee, just to have them quit or be let go shortly after.

As an employer, you want the lowest rate of employee turnover possible. Why? Well, low turnover increases both productivity and profitability.

We recognize that hiring can be difficult when it’s not your primary job or focus. It can be hard to weed out subpar applicants on your own, which might include those who are underqualified or unmotivated.

If employee turnover is a concern of yours, outsourcing a team of experts might be a great option for your business.

Save Time

An outsourced recruiting team takes care of the entire hiring process.

This means:

  • Writing job descriptions
  • Candidate screening
  • Improving hiring manager satisfaction
  • Employee branding

By outsourcing your recruiting, you give yourself more time to focus on what’s really important: running your business!

Scalability

One of the best things about hiring an outsourced recruitment team is that they can cater to your recruitment needs at any time. For example, if you need to ramp up employment during the holiday season or over the summer, RPO offers this flexibility.

Interested in learning more about the best recruiting strategies in 2022? Read on for the New Year hiring trends that we’re looking out for. Or, visit our website to learn more about our hiring process at Culture Works.

Work Life Integration

Did you know that 60% of Americans say they struggle to keep a healthy balance between their professional and personal lives? But maybe it’s the word “balance” that creates the problem in the first place…

The term ‘work-life integration’ has trumped the traditional concept of ‘work-life balance’ as of late. But what is work-life integration? And why is work-life integration the new-work life balance? (See what we did there? It’s like Orange Is the New Black but with an HR twist!)

Let’s discuss.

What is Work-Life Balance?

Work-life balance, we’ve all heard of it. But what is it?

Work-life balance, according to HR Zone, “refers to the level of prioritization between personal and professional activities in an individual’s life and the level to which activities related to their job are present in the home.”

Typically, in work-life balance, both are equally prioritized. There is a clear distinction between the two with clearly designated “work hours” vs. non-work hours.

In short, when discussing work-life balance, work and life coexist separately.

What is Work-Life Integration?

Work-life integration, on the other hand, is a newly coined term. Work-life integration takes away the “balancing” aspect and instead focuses on integrating the various needs of your daily life.

As the term implies, work-life integration is about integrating work and life together; bringing them closer. There are many ways to do this, but more on that later.

Atlassian explains work-life integration quite well. “Professionals practicing work-life integration care less about what’s ‘work time’ and what’s ‘personal time.’” Instead, they ask themselves, “What’s the best time to do this thing?”

This looks different for each person. For some employees, it might mean working later in the day or night so they can attend a personal event or commitment in the morning.

Work-life integration, unlike work-life balance, “sees every activity in your day as part of a whole.” It’s focused less on compartmentalizing, where parts of your days are broken into ‘buckets’ of sorts.

How Did Life-Work Integration Come About?

We all know that after two years amid a global pandemic, the workspace looks wildly different than it used to. Now more than ever, employees desire flexibility.

In fact, research shows that in the second half of 2021, over 20 million people left their jobs, likely due to a lack of flexibility. The Great Resignation is a phenomenon that we are seeing across the U.S.

According to Fortune, however, it goes beyond people just quitting their jobs. People are rethinking what they want out of life and are challenging the idea of ‘workism’: “the idea that we’re defined primarily by our work, and everything else—i.e. life—must fit into the increasingly small space that is left.”

Work-life integration is one of the answers to preventing The Great Resignation in your business.

Why Do You Need Work-Life Integration?

If the answer isn’t already clear—whether you’re a business owner or an employee—you should consider adopting work-life integration.

Embracing the flexibility that comes with work-life integration lets individuals coordinate their own schedules, which in turn, increases satisfaction in all areas of their lives. Oppositely, research shows that boundary violations result in negative consequences.

As Kaitlin Milliken, multimedia editor of Innovation Leader puts it: “Tailoring an employee’s work situation to their work style and personal situation can help create a productive, balanced work environment… Some thrive in an office setting daily and others are just as efficient working at home some or all of the time.”

“An employee’s personal life does not need to be something that competes with work,” says Milliken. “Enabling people to tend to other parts of their life can help them avoid burnout.

How You Can Promote Work-Life Integration in Your Workplace?

So, how can you achieve this? Although the list is much longer than what we provide below, there is one key way that you can promote work-life integration in your workplace.

Understand what your employees need to create ideal work and life environments!

This considered, here are some examples of what supporting work-life integration might look like in your business:

  • Flexible telecommuting arrangements or childcare
  • Tuition reimbursement
  • Regularly reviewing workloads
  • Focusing on productivity rather than hours
  • Acknowledging that every employee is (and works) different

Read on to learn the best ways to keep employees engaged and excited about work.

man and woman shaking hands

As a business owner, you want to hire the best people. Point blank.

Good thing there are a variety of steps your business can take to attract employees. Fancy offices, standup company culture, and vacation time are all great tools to initially attract employees…

We’ve learned, however, that attracting employees doesn’t matter if you can’t retain these employees.

So, how can you implement the right strategies to not only attract great talent but also to retain great talent? Here’s a list of strategies to implement that will help you attract and retain the employees that are right for your company.

Know the Role You’re Hiring For

So, you’ve got an open position that needs filling. The hiring process should be more than just slapping together a job description and throwing it on LinkedIn. It’s time to get crystal clear about who you are looking for.

According to Entrepreneur, hiring the right people matters more than the many other decisions your team might make. If you can’t hire the correct people, the job, regardless of what it is, cannot be completed.

So, before you post your job for people to apply to, you must first know—in detail—the role you’re hiring for.

Have you established the essential duties and capabilities of the employee you’re hiring? It’s crucial to know exactly what your company is looking for, including:

  • Qualifications
  • Experience
  • Personality
  • Location
  • Even connections

It is better to be specific than too broad, as it will help weed out the less strong applicants.

Additionally, in your job descriptions, it’s crucial to paint a true picture of your business—the entity that the employee will be working for. Establish yourself as someone that is great to work for! But don’t just wear the badge, you have to walk the walk if you talk the talk.

Make Sure Your Employees Are Role and Value-Aligned

Argubly, the most important part of the hiring process is role alignment.

What is role alignment? We love this concept at Culture Works. Simply put, role alignment ensures you find the right fit for the position at hand. Did you know that the wrong hire can cost a business up to $50,000?

So, what’s the best way to ensure a prospect is value and role-aligned? Branch out of the traditional interview format. If all you see is a polished resume and a prospect who’s perfectly prepped for ‘traditional’ interview questions, you won’t find out that they’re not role-aligned until much later.

Job fit needs to be identified during the hiring process.

The best way to evaluate candidates for job fit, according to an article from Entrepreneur Magazine, “is to test their skills beforehand. Whether it’s through an assessment test, mock assignment or trial employment, give job candidates some way to show off the skills listed on their resumes. Most important, regularly train and coach current staff to ensure that they stay aligned with their roles.” But more on that next.

When people are aligned with the roles they take on:

  • They stay
  • They invest in the business
  • They’re accountable
  • And they work hard—because they know what they do makes a difference

Employee retention is the result of role and value-aligned employees.

Invest in Learning and Development

At Culture Works, we are HUGE advocates of implementing Learning and Development (L&D) opportunities on the daily.

No, this doesn’t mean you have to buy everyone lunch every day or treat your team to happy hour (although that would be nice…) It does, however, mean that continued education and growth opportunities should be a priority in your business strategy.

If a company is truly invested in its employees and their futures, their actions should demonstrate that they’re committed to both their personal and professional growth and development.

L&D in the workplace might look like:

  • Your business offering to pay for classes or courses that will improve the employee’s skill set or understanding of the industry
  • Ongoing training
  • Access to workshops and/or seminars

Celebrate Wins

Employees want to feel valued and respected in their jobs beyond their pay. Take a moment to recognize when they have done a good job and remind them that their contribution is important! Celebrate the wins: big and small. You can celebrate wins by expressing gratitude, praising small accomplishments, or gifting movie tickets or coffee giftcards. 

Compensate Accordingly

Competitive compensation packages set a company apart in the hiring and retention game, especially considering the high level of turnover we’re seeing today along with the flourishing job market due to the Great Resignation

It seems everywhere an employee looks, there’s a better company to work for. So, powerful compensation is key to retaining your employees.

Compensation comes in a variety of shapes and sizes, and might include:

  • Salaried or hourly wages
  • Benefits (i.e. insurance)
  • Bonuses
  • Stock options
  • Non-monetary compensation
  • The list goes on

A Final Word

The benefits of knowing how to attract and retain great talent are immeasurable. In fact, knowing how to hire, attract, and retain your key employees can lead to:

  • Increased productivity
  • An improved reputation and client base
  • Higher profitability for your business

Surely, however, the tips listed above are not all you can do. Read on to learn more about how your company can attract the right talent and proactive recruitment. And, happy hiring!

CSR Roadmap

Does your business have a sustainable CSR program?

Today, the world of business is competitive, and corporate social responsibility (CSR) programs need to go beyond just “donating money.” In order to be effective and admirable, your CSR roadmap needs to be strategically aligned with your business model. But don’t worry—we’re here to help.

Below, we discuss the basics of CSR, including:

  • What is CSR?
  • Why is it important?
  • Some fun CSR examples
  • How to create a CSR roadmap in your business

Let’s get started.

What is CSR?

CSR stands for Corporate Social Responsibility, which is the impact an organization makes on:

  • Society
  • The environment
  • The economy

According to Investopedia, CSR is a “self-regulating business model that helps a company be socially accountable.” Not only to itself but also to its stakeholders and the public.

Prioritizing corporate social responsibility means positively impacting society, the environment, and the economy in its ordinary course of business.

Sometimes, CSR is referred to as ‘corporate citizenship.’

Why is CSR Important?

CSR has gained traction over the past few years especially. Today, more than ever, consumers and clients look to see where companies sit in terms of their CSR efforts.

Katie Schmidt, founder and lead designer of Passion Lilie, puts it best. In an interview with Business News Daily, she said, “What the public thinks of your company is critical to its success… By building a positive image that you believe in, you can make a name for your company as being socially conscious.”

Business News Daily continues. “It is becoming increasingly important to have a socially conscious image. Consumers, employees and stakeholders prioritize CSR when choosing a brand or company, and they are holding corporations accountable for effecting social change with their business beliefs, practices and profits.”

Still don’t understand the impact? Here are some statistics that demonstrate just how important CSR initiatives are to the people you serve.

  • More than half of Americans believe it’s important for companies to take a stand on key social, environmental, and political issues.
  • 70% of Americans believe it’s “somewhat” or “very important” for companies to make the world a better place.
  • “Many Americans claim ‘zero tolerance’ when it comes to infractions of ethical corporate codes,” including 25% of consumers and 22% of investors.
  • According to the ECDC, 93% of CEOs insist that sustainability is the key to success.

Fun CSR Examples!

Did you know that Starbucks and Ben and Jerry’s are considered leaders in the CSR space? Here, you can find a list of socially responsible causes that Ben and Jerry’s has advocated for since 1988. And here, a 23-page report from Starbucks detailing the global environmental and social impact they had in 2020.

Of course, we also have TOMS, whose company mission is to donate a pair of shoes for every pair they sell, Johnson & Johnson has focused on reducing its impact on the planet for three decades, and even Google! Did you know that Google’s data center now uses 50% less energy than others in the world and has committed over $1 billion to renewable energy projects? Wow!

There are so many inspiring examples of CSR programs in corporate America that we at Culture Works believe exemplify purpose alignment. 

How to Create a CSR Roadmap

So, now we know what corporate social responsibility is, why it’s important, and have even pinpointed some of our favorite CSR leaders, let’s now talk high-level about some tangible action steps in creating a CSR roadmap for your business.

Let’s get into it.

Assess Current Efforts

It’s time to get honest. Where do your current CSR efforts stand? Do you have any at all? If the answer is ‘no,’ don’t be ashamed. You’ll be a CSR pro before you know it.

The steps to assessing your current efforts require you to:

  • Collaborate with key internal stakeholders
  • Seek potential emerging issues
  • Conduct oversight to ensure compliance with existing goals and practices

Really THINK About Your Strategy

While donating to XYZ charity down the road might sound great (and easy enough) in theory, it’s best to strategically select the causes your business wants to support. This includes identifying what your business already does well to maximize the effectiveness of your CSR strategy.

What Issues Are Important to Your Clients and Prospects?

Let’s not just throw money at the wall and see what sticks. When creating your CSR strategy, it is absolutely essential to ask yourself: ‘What issues are important to my clients and prospects?’

And why’s that? Well, 87% of consumers would purchase a product based on a company supporting a social or environmental issue the consumer cares about, according to a Cone Communications CSR Study.

Use this to your advantage.

What Issues Are Important to Your Employees?

Additionally, when it comes to CSR, you want to support causes that make your employees (and future employees) proud, too.

According to GlobalGiving, strategic companies use “CSR programs to protect and grow their biggest asset—their employees.”

In fact, 76% “of millennials consider a company’s social and environmental commitments when deciding where to work and 64% would not take a job if a potential employer didn’t have strong corporate social responsibility practices in place.”

Broadcast Positive Impact

Once all of the kinks have been ironed out, it’s time to go public. This means spreading the positive impact that your CSR efforts have made on:

  • Social media
  • Your website (i.e. blog content)
  • Calendars
  • Community publications
  • Monthly or quarterly newsletters
  • Handbooks
  • Brochures

Shout it from the rooftops!

Tying CSR to Your Purpose and Culture Accountability

At Culture Works, we’re all about purpose. When it comes to an effective CSR strategy, it’s a no-brainer that your company’s purpose should aligned with your CSR initiatives.

At Culture Works, when we’re working with a client to identify and create company values, we tie their values to their purpose (which is then later tied to culture operations through performance accountability, your hiring process, culture accountability, and L&D—more information on these awesome topics can be found on our blog).

We know that developing an effective CSR strategy is hard work, but the benefit pays off tenfold. Interested in a similar topic? Read on for more information on why your company culture is defined by your purpose.

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.

Creating Your 2021 Vision Board

You may think vision boards are cheesy, pointless, and unsuccessful, however, they offer a great avenue to organize your goals for the next year. A vision board is quite literally a physical representation of your goals. For a vision board to actually work effectively, you have to engage with it. It should serve as motivation to work toward your goals and make them a reality. 

Understanding Furloughs and Layoffs During COVID

Understanding Furloughs and Layoffs During COVID

It seems as if the COVID-19 business shutdowns are far from over. With a new strain of COVID-19 appearing in the United States, it’s safe to say that employers should be prepared for potential shutdowns. After all, in December 2020, employers are said to have laid off upwards of 140,000 employees. 

With that being said, as an employer, it’s important to understand what direction you should go in terms of furloughs and layoffs regarding your workforce. In some cases, furloughing employees might be more beneficial for both you and your employees. 

What is a furlough?

Furloughs reduce the hours, days, or weeks employees are allowed to work. These typically last a finite length of time. Businesses can opt to furlough employees for specific amounts of time and conditional, and they can require employees to use accumulated PTO during their furlough time period. Most companies notify employees that their furlough will consist of unpaid time. 

Furloughed employees typically retain their employment status, rights, and benefits. On the other hand, laid-off employees are no longer considered employees, and they lose their benefits and protections. 

There are a few differences in the way employers set the terms for hourly (nonexempt) workers furloughs and salaried (exempt) workers furloughs. The Fair Labor Standards Act provides guidance on when exempt vs. non-exempt staff members must receive pay. 

Understanding Furloughs and Layoffs During COVID

Hourly employees

For hourly employees, furlough reductions can include fewer hours per day, fewer days per week, and weeks to months on furlough. The terms of the furlough can impact any or all the hours they would normally be paid for. 

Salaried Employees

Salaried employee furloughs require blocks of at least 1 week each. Under the Fair Labor Standards Act, salaried employees receive pay for any week in which they perform work, regardless of the number of hours they’ve put in. Therefore, the only way to furlough these employees is to furlough for blocks of full weeks at a time. 

Layoff

A layoff can be temporary or permanent. Layoffs typically leave employees uncertain whether or not they will be returning to work, therefore they might look for work elsewhere. Their rehire is not guaranteed, and layoffs can lead to low employee morale when and if they return. 

Paid Time off

In the case of a furlough, there is no requirement for employers to pay out any accumulated time off they’ve earned while furloughed. Employers are able to allow their employees to use their PTO during a furlough, but that might defeat the cost-saving purpose of the furlough. 

A layoff, on the other hand, is required to be paid any accumulated paid time off they have earned in their final paycheck. Because there is a potential these employees will not be rehired, they receive their PTO. Federally, there are no requirements to pay accumulated time off, however many states require employers to give employees any time they’ve earned. 

Collecting Unemployment 

When you are laid off, you are able to collect unemployment as you look for another job. Under the CARES Act, employees who have been impacted by the COVID-19 shutdowns are eligible for unemployment compensation. 

Typically, those who have been laid off need to prove that they are actively searching for work, however throughout the ongoing global pandemic, these requirements may be more relaxed. Furloughed employees will likely not have to prove they are looking for work, as they are still technically considered employees. 

How long can employees remain furloughed?

Employers are able to determine the terms and length of the furlough for their employees. They are allowed to set reduced hours, days, or weeks based on their specific company needs. Typically employers consider the expected length of the downturn, the reserved funds on hand, and how long they can maintain operations with limited income. 

Healthcare benefits

The impact on healthcare benefits for furloughs compared to layoffs is important to understand. With the heightened focus on health and wellbeing in the wake of a global pandemic, it’s important to understand what each implies. 

Furloughs

A furlough does not fall under COBRAs qualifying event requirement for an employee to change their healthcare coverage. If an employee is still employed by a company, technically they should not have lost their access to group coverage. 

As organizations furloughed employees, they typically continue to cover them under group plans. Some companies are even paying employee contributions to help employees throughout this challenging time. 

It’s important to note that many plans clearly disqualify employees with reduced hours from coverage. As an employer, it’s important to discuss the terms of their policy with the provider and work to amend the plan if possible. If that’s not possible, it’s important to designate the furlough as a reduction in hours, so your employee can qualify for COBRA and receive new healthcare. 

Another aspect of healthcare to consider deals with ACA compliance. Employers with 50 or more employees are required to offer coverage to 95% of their full-time, or full-time equivalent workforce. Furloughs will likely affect full-time equivalent status for employees, moving them to part-time. 

A furlough or mandatory leave could trigger an ACA employer penalty if the employer terminates group health coverage. Terminating group health coverage may cause an employer to go below the threshold of providing affordable coverage to 95% of full-time employees.  COBRA coverage must remain affordable in order to avoid an ACA penalty, which may require an organization to subsidize part of or all of the employee portion of coverage.

Layoff

Laid-off employees are no longer considered employees, therefore they are no longer eligible to receive group benefits. Employers must notify employees who have been laid off of their rights to continue coverage under COBRA.

Understanding the implications of a furlough versus a layoff is essential to the success of your business. While there are many logistical aspects to this decision, you should also consider the morale of your team. When the time is right for employees to return how will you help them through the process? 



happy thanksgiving from the culture works team!

Happy Thanksgiving from the Culture Works Team!

I think we can all agree, 2020 has thrown us some serious curveballs. However, there is still so much to be thankful for. According to Harvard Health, the practice of gratitude is strongly associated with greater happiness, and I think we can all agree we would love some of that right now. 

happy thanksgiving from the culture works team!

A study done by Dr. Robert A. Emmons and Dr Michael E. McCullough made an effort to explain this correlation. They had three groups each write about various topics: gratitude, frustrations, and various events with no positive or negative association. After 10 weeks, the group who wrote about gratitude noted that they felt more optimistic and better about their lives. 

Surprisingly enough, during this study, those who practiced gratitude actually exercised more frequently and went to the physician less than those who focused on aggravation. While this doesn’t completely describe a cause and effect relationship, we can logically deduce that gratitude and happiness are related.

With that being said, this Thanksgiving, we asked our team to share a few things they’re grateful for. This year has been challenging for all of us, and our ongoing gratitude practice is truly what keeps us sane. Here are a few things our team at Culture Works are grateful for:

Kristi:

“I am grateful for the laughter and love shared between my husband, son, family, and friends. I am grateful for the people that have stood by me, supported me, and loved me unconditionally through my craziest year ever. I am grateful for our family’s health, wellness, faith, and the law of attraction working out for us. I am immensely grateful for the clients and partnerships that have allowed our business to grow which ultimately impact our purpose and our team member’s families to keep going through a pandemic.”

Jim:

“I’m grateful for my family.”

Claudia:

“This year has presented so many challenges to humanity, yet I find that I have many things to be grateful for:

  • I am grateful for the health of my family, friends, and myself.
  • In these days where so many people have lost their jobs, my husband and I are grateful for having jobs that we love.  
  • I am grateful for working at Culture Works where I hope to be able to impact the lives of our clients, their employees, and our internal team. 
  • Lastly, I had been running too fast for too many years not knowing how to balance work and life, and then COVID came along.  While I am not grateful for COVID, I am grateful for my new perspective and for learning to slow down, enjoy life, and not take it for granted.”

Kimberly:

  • “My health and the ability to work and remain healthy through the pandemic
  • My baby boy, who will be turning 1 on Dec. 8th.  Our lil IVF miracle baby who brings continual joy and love!
  • My husband who is my constant rock, best friend, and love
  • My Mom who watches Bryce every day and who provides unconditional care and love to him, and a role model of motherhood
  • My Dad who is now retired who comes and watch Bryce and helps out with housework
  • My BFF’s who have provided constant laughter, comfort, and a safe space throughout this year”

Melisa:

  • “My amazingly creative & talented boyfriend
  • My cuddly furbabies that drive me nuts
  • My health, wealth, and happiness”

Erica:

“I am thankful for my family, my health, and my joy. I’m thankful to be resilient in uncertain times and to have a wonderful friend group who supports me at my best and worst. 

Happy Thanksgiving!”

Michelle:

“This time of year and all year I am grateful for friendships. Strong, dedicated, empathetic, non-judgmental friends who are intentional. Friends who understand every day what can be thrown at you as a mother, as a partner, as an employee, and as a woman. Friends who will call you, celebrate, cry, laugh, and drink with you at the drop of a hat. Friends who celebrate each other’s successes and grab a hand when someone is down.  Friendships that last seasons and lifetimes, I am grateful for them all.”

Stephenie:

“This year, I am most grateful for my relationships with friends and family. For those that I love, and those I love spending time with, those who have worked hard to put in the effort to maintain connections as we’re forced apart, and the ways that we find to tell each other how much we appreciate each other – that’s been everything this year.”

Cherie:

“I am grateful that I was able to create success and opportunities during a time when most were struggling.”

Jenn:

“This year more than ever I am grateful for time. This year forced us to slow down. This year forced us to spend more time with the people we love. It removed some of the things that we did just to fill our time instead of connecting with our loved ones. So this year, I am grateful for the extra time that I have been given to connect on a deeper level with the ones I love most.”

Howie:

“I am grateful for the mistakes I have made and how I’ve learned and grown from them.  I am grateful for my family, the bond that we share, and the gift of watching my children grow into their own selves.  I am grateful to hear music, learn new things, and to enjoy the beauty of nature.”



5 tips to help you integrate purpose into your workplace

How to Integrate Purpose into Your Workplace

work from home with kids

COVID-19 has completely changed the way most people work. Even if you are someone who has worked from home before the pandemic, there are quite a few more hats to wear with the kids home, you work staying from home, and potentially your partner also being home. This sudden change means that you are juggling being the best employee, teacher, parent, chef, and everything else that goes into functioning optimally in this environment. This can not only feel overwhelming, but it can also feel impossible. Here are a few of our favorite work from home with kids tips to help you survive and hopefully thrive this stay-at-home order.