When it comes to company culture and leadership effectiveness, there might not be a more important tool than communication. A lack of communication can result in a myriad of undesirable outcomes including decreased productivity, lower morale, more mistakes, and decreased innovation to name a few. Unfortunately, communication may be the area where most companies and [...]
Today we are going to talk about career development, the thing most employees want and need to talk about, but few organizations and managers seem to make a priority. Many organizations and executives understand the importance of career planning, but don’t designate resources or take time to help plan a future for their staff, especially [...]
Welcome back to our Culture Hacker series of blogs. Today I want to talk about the importance of managers having tough conversations and making tough decisions. When it comes to a healthy and positive work culture, poor performers, especially those that do not support the company values and are not good team players, cannot be [...]
Today I want to talk about recognition. In previous blogs, we have talked about how many aspects of formal feedback lack credibility and meaning due to a lack of informal feedback or regular casual conversations, and unfortunately, most recognition programs are no different. This is a shame, because recognition is one of your most powerful [...]
Let’s discuss those dreaded – and mostly ineffective – performance reviews. In our one of our Culture Hacker blogs, I talked about the importance of informal feedback and how without regular, casual conversations on what an employee does well or could improve upon, then any formal feedback – like performance reviews – will miss out on [...]
Welcome back to our Culture Hacker series of Blogs. Today, I want to talk about coaching, and more specifically, feedback. For the health of your company culture and development of your people, a critical company behavior must be to provide feedback to your staff on a regular basis. Feedback, by definition, is a [...]
Today, I want to talk about employee engagement, what it really looks like, and what it requires from you. Engagement is defined by the Merriam-Webster dictionary as “being present at a particular time and place.” For our staff to be present at work, they must be actively involved in understanding and working on the business [...]
Today, I want to talk about performance enablement and empowerment, though traditionally the conversation would be around performance management. I believe we need to stop managing performance because just from the definition of management, which is about “controlling and making decisions”, we are hindering our efforts to maximize performance. So, instead, think about performance enablement [...]
In the last blog, we discussed how to make a new employee's orientation, or their first 1 or 2 days on the new job, an effective and memorable experience. In this blog, we are going to talk about what happens over the next 30-60 days as the new employees are handed over to their departments. [...]
In today’s blog, let’s consider the orientation process. I see organizations investing heavily in getting the right people hired, but then failing to introduce, immerse, and train them correctly to support the talent’s future success. Many companies or departments adopt a sink-or-swim strategy, whereby they throw new people onto the front line – if they [...]
