Organizational culture is formed by a wide range of things, including the industry, employees’ average age (or generation), employees’ skill level, and the stage of life most employees are in, just to name a few. But there are ways that organizational culture can be both indirectly and directly influenced by the organization, including the HR […]
What is your organization’s purpose? If you’re not quite sure how to answer that, you’re not alone. Many organizations focus on their mission, vision, and objectives but not purpose. In recent years, however, the idea of developing and focusing on purpose has become more common.
There are many facets to workplace culture—for example, the level of competitiveness, the level of formality, the level of hierarchy and how closely it is followed (or not), the level of interaction with the community, and the amount of teamwork that is expected. But these are just a few examples.
Companies implement policies to define the rules of an organization and shape future decisions with a thought-out framework. They help employees make day-to-day decisions that lead to overall cohesion and success. These policies guide many aspects of running a business, from how employees are expected to behave to ways they should be rewarded.
A satisfied and happy staff contributes greatly to business growth. Your investment in employee empowerment to enhance the employee experience will pay off tenfold.
Who wins in a courageous workforce? Everyone. With fewer anxieties and fears—and more grit and determination—courageous workers take on more challenging projects, cope better with change, and speak up on important issues. The boss and the company benefit, and by improving their own performance, employees do, too.
While some companies advertise their amazing, collegial, friendly workplaces, it’s fairly rare that everyone in an office becomes great friends—or even gets along well most of the time.
Sports and work often don’t mix well together. The best example of this may be the Super Bowl.
Culture begins to emerge at the foundation of your company. In fact, many entrepreneurs will tell you it’s important to define it from day 1 before you even open your doors. But once your company starts to grow, the individuals bringing their unique and diverse perspectives to work each day drive your organization’s culture.
As the L&D industry continues to grow, so do the amount of big-name partnerships we discover. L&D partnerships are bridging the gaps between universities and the workplace, government and the workplace, personal learning experiences and learning experiences inside the workplace, etc.