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Will You Add? - Seven Reasons Organizational Culture Matters
Having people go to your website is not always easy: remind them with a special business card.Whether you understand it nor not, the web is likely here to stay; those businesses that do not yet have a web presence, or at least email addresses, are likely to get left in the dust. All of your correspondence and especially your business card should contain some reference to your website. If you have gained their interest, people want to know more about what you do. What better way to tel
A strong culture engages people. People want to be engaged in their work. According to a Gallup survey at least 22 million American workers are extremely negative or “actively disengaged” – this loss of productivity is estimated to be worth between $250-$300 Billion annually. Your culture can engage people. Engagement creates greater productivity, which can impact profitability. Need I
When two people join forces, there's a certain synergy that takes place, that's why many ebusiness folks are seeking out joint ventures. What IS a joint venture (JV for short) you ask? Basically it's when you agree to form a partnership and jointly promote someone.== BENEFITS OF JV ==Here are some benefits you can realize from forming joint venture.1. EXPOSURE: You can instantly "double" the exposure of your products and services by tapping into each other's built-in audie
We want to be engaged in our work. We yearn for work that is enjoyable, meaningful and engaging. When we are engaged we are safer on the job, more productive and more willing and able to delight Customers.
It is for these basic reasons that organizational culture matters. It is the right thing for an organization to do - to think about the work environment, working relationships and “how we do things here.”
Focusing on building and sustaining an organizational culture is one way of showing that people are the organization’s most valuable asset.
There are of course many other bottom line business reasons to focus on and build organizational culture. Here are seven of those reasons.
A strong culture is a talent-attractor. Your organizational culture is part of the package that prospective employees look at when assessing your organization. Gone are the days of selecting the person you want from a large eager pool. The talent market is tighter and those looking for a new organization are more selective than ever. The best people want more than a salary and good benefits. They want an environment they can enjoy and succeed in.
A strong culture is talent-retainer. How likely are people to stay if they have other options and don’t love where they are? Your organizational culture is a key component of a person’s desire to stay.
A strong culture engages people. People want to be engaged in their work. According to a Gallup survey at least 22 million American workers are extremely negative or “actively disengaged” – this loss of productivity is estimated to be worth between $250-$300 Billion annually. Your culture can engage people. Engagement creates greater productivity, which can impact profitability. Need I s
One of the most powerful business marketing tools out there is on paper. These include pamphlets, portfolios, and business cards. Using all of them is a plus, but business cards remain the cheapest (and arguably most important) way to market your business. Launching a business requires money from the start, and many may seek to cut corners and save whenever appropriate without sacrificing the integrity of their business. Plus, with inevitable changes to contact information and design for busin
It is for these basic reasons that organizational culture matters. It is the right thing for an organization to do - to think about the work environment, working relationships and “how we do things here.”
Focusing on building and sustaining an organizational culture is one way of showing that people are the organization’s most valuable asset.
There are of course many other bottom line business reasons to focus on and build organizational culture. Here are seven of those reasons.
A strong culture is a talent-attractor. Your organizational culture is part of the package that prospective employees look at when assessing your organization. Gone are the days of selecting the person you want from a large eager pool. The talent market is tighter and those looking for a new organization are more selective than ever. The best people want more than a salary and good benefits. They want an environment they can enjoy and succeed in.
A strong culture is talent-retainer. How likely are people to stay if they have other options and don’t love where they are? Your organizational culture is a key component of a person’s desire to stay.
A strong culture engages people. People want to be engaged in their work. According to a Gallup survey at least 22 million American workers are extremely negative or “actively disengaged” – this loss of productivity is estimated to be worth between $250-$300 Billion annually. Your culture can engage people. Engagement creates greater productivity, which can impact profitability. Need I
I’ve had many conversations about teams, both in my programs and in other contexts. I’ve come to the conclusion that we use the word “team” to mean any group of people with something in common, such as work or a sport. This very unclear definition leaves out the purpose of the word.A team is a group organized to work together. Let me define the word further by considering the role of a team in a work situation: A team is formed at work to accomplish a task or effect a change when one pe
There are of course many other bottom line business reasons to focus on and build organizational culture. Here are seven of those reasons.
A strong culture is a talent-attractor. Your organizational culture is part of the package that prospective employees look at when assessing your organization. Gone are the days of selecting the person you want from a large eager pool. The talent market is tighter and those looking for a new organization are more selective than ever. The best people want more than a salary and good benefits. They want an environment they can enjoy and succeed in.
A strong culture is talent-retainer. How likely are people to stay if they have other options and don’t love where they are? Your organizational culture is a key component of a person’s desire to stay.
A strong culture engages people. People want to be engaged in their work. According to a Gallup survey at least 22 million American workers are extremely negative or “actively disengaged” – this loss of productivity is estimated to be worth between $250-$300 Billion annually. Your culture can engage people. Engagement creates greater productivity, which can impact profitability. Need I
Over the last 5 or so years, there seems to be an ever-increasing number of organisations that are creating a new role in the corporate office: the Performance Measurement Officer. Actually, the title of this role varies from organisation to organisation, and where exactly in the organisation structure that role is placed also varies.Titles for performance measure facilitator positions have included Performance Measurement Officer, Performance Measurement Director, Manager Performance M
A strong culture is talent-retainer. How likely are people to stay if they have other options and don’t love where they are? Your organizational culture is a key component of a person’s desire to stay.
A strong culture engages people. People want to be engaged in their work. According to a Gallup survey at least 22 million American workers are extremely negative or “actively disengaged” – this loss of productivity is estimated to be worth between $250-$300 Billion annually. Your culture can engage people. Engagement creates greater productivity, which can impact profitability. Need I
No matter what business you are in it always helps to be seen as an expert. If you were calling someone to fix a drain or sell your house you would approach the person you saw as most credible and reputable in that area of expertise.To become an expert takes hard work and experience. It can involve study or the honing of practical skills. It demands high standards of work. But after all this effort will you be perceived as an expert? If you feel you've earned the mantle of expert but ar
A strong culture engages people. People want to be engaged in their work. According to a Gallup survey at least 22 million American workers are extremely negative or “actively disengaged” – this loss of productivity is estimated to be worth between $250-$300 Billion annually. Your culture can engage people. Engagement creates greater productivity, which can impact profitability. Need I say more?
A strong culture creates energy and momentum. Build a culture that is vibrant and allows people to be valued and express themselves and you will create a very real energy. That positive energy will permeate the organization and create a new momentum for success. Energy is contagious and will build on itself, reinforcing the culture and the attractiveness of the organization.
A strong culture changes the view of “work.” Most people have a negative connotation of the word work. Work equals drudgery, 9-5, “the salt mine.” When you create a culture that is attractive, people’s view of “going to work” will change. Would you rather see work as drudgery or a joy? Which do you think your employees would prefer? Which will lead to the best results?
A strong culture creates greater synergy. A strong culture brings people together. When people have the opportunity to (and are expected to) communicate and get to know each other better, they will find new connections. These connections will lead to new ideas and greater productivity - in other words, you will be creating synergy. Literally, 1 + 1 + right culture = more than 10. How is that for leverage?
A strong culture makes everyone more successful. Any one of the other six reasons should be reason enough to focus on organizational culture. But the bottom line is that an investment of time, talent and focus on organizational culture will give you all of the above benefits. Not only is creating a better culture a good thing to do for the human capital in the business, it makes good business sense too.
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