The “Employer Brand” is, to put it simply, an organization’s reputation as an employer.
This brand is what people (employees, applicants, candidates, and the public) associate with the organization whether that be good, bad, or indifferent.
It encompasses culture, history, traditions and all the various touch-points of the employment experience. It includes employee onboarding practices and the office environment. It contains collaborative work efforts, employee benefit package, workplace flexibility practices, and the external reputation of organizational leaders.
For better or for worse, your brand includes it all. Read more…
If your company hasn’t made a “Best Places to Work” list, you should be asking “Why not?”
There are hundreds, maybe thousands of these lists. The Great Place to Work Institute has what is arguably the most prestigious. Companies spend tens of thousands to make the Top 100, and even then, many don’t.
But that’s no excuse for not making some list, somewhere.
There are also “best places” lists compiled by business journals. SHRM chapters have them, as do any number of organizations. Every state has one; some have several. And there’s one in practically every city of size, including in the Yukon, where Home Hardware made the list. Read more…
Every supervisor, manager and leader in every organization makes hundreds of decisions every week. The decisions we make are always motivated by either our personal or organizational needs.
But have you ever thought about how you make your decisions? Do you make decisions based on your instincts, beliefs, values, intuition or inspiration?
Most people make decisions based on their beliefs. The problem with beliefs is that they are based on information from the past that we then project into the future.
In a rapidly changing world, the past is not a good predictor of the future. Read more…
Editor’s Note: Last month, longtime TLNT contributor Laurie Ruettimann wrote about how Yes, Your Company Culture Is Just a Myth. Some took exception to Laurie’s perspective, including new contributor Ed Frauenheim. Here is his response:
It’s one thing to warn against blowing smoke about workplace culture and hiring clones without considering hard data. But to claim in your recent TLNT article that firms don’t have a culture, or that “fit is nonsense,” is itself nonsense.
In fact, the data suggests that company culture is more important than ever to business success. And that paying attention to team chemistry — in addition to competency and character — when hiring is vital. Read more…
As little as a decade ago company culture wasn’t even an aspect of candidate attraction.
Heck, it was hardly a term anybody was familiar with.
Today, company culture can be the make it or break it of your talent attraction initiatives. We now have cultural interviews, culture-centric job descriptions, cultural assessment tools, and your first line of defense, the culture career page. Read more…
Let’s talk about your remote employees for a minute.
Are they engaged? Do they have friends at work? Are they sitting at home, their car, or down at the Starbucks feeling isolated and lonely?
Do you care? You should care.
To make a stronger point of it, you had BETTER care. Read more…
What Darwin said about species also applies to business. In today’s overly competitive and ever-changing business environment, only the strong survive.
It’s true. Anyone and everyone is online selling stuff, and to be successful you’ve got to be innovative, adaptable, and responsive.
So, what happens when things don’t go as planned? (Because they always go as planned, right?)
Actually, a better question is this: How do you know things aren’t going as planned? Read more…
When you think about companies that provide an incredible customer experience, it’s no coincidence they are the exact same companies that have amazing cultures.
Think Southwest Airlines, Ritz Carlton, Zappos, and Nordstrom, who all provide great customer service and great workplace cultures since culture is the ultimate driver of a sustainably exceptional customer experience.
“Customer experience” is a hot subject these days, but many organizations continue to put their front line employees in the middle of a horrible customer experience, and their employees are sick of being in that position. It’s not good enough to have a great product or service — you need a truly exceptional customer experience. Read more…
A popular post I wrote for TLNT last year (The 9 Clear Steps to Organizational Culture Change) is still on the first page of Google search results for that topic.
I recently approached a training video company with course content based on that post and they felt culture is a topic best suited for top leaders. They explained that training video sales are higher if the content fits first line managers and individual contributors.
I explained the culture fundamentals that apply to top leaders also apply to work teams of any size since they are sub-cultures with behavior that’s also driven by cultural rules.
From that insight, the culture content was simplified and the WE WIN framework was born. Read more…
What motivates employees?
Is it money? Feeling valued at work? Connecting with a company’s social mission?
All these are good answers, but a new Tinypulse survey from TinyHR titled The 7 Key Trends Impacting Today’s Workplace that analyzed over 200,000 employee responses relating to organizational culture found that “peers and camaraderie” are the No. 1 reason employees go the extra mile. Read more…