There Are No Bad Company Cultures, Just Broken Ones

A little over a year ago we wrote an article about how there are no bad company cultures. We argued that cultures are good or bad depending on the specific person, but that culture were not objectively bad or good. A year later, with much more experience and much more data on company cultures across industries and business verticals, we can safely argue that this is still the case.

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The Problem with LinkedIn and How to Fix It

When you are starting a company, many wise people will tell you to focus on doing one thing well for a small number of people. They are right. LinkedIn’s current problem is that they’ve been pulled away from that mindset. Instead, LinkedIn is solving its problems in a mediocre way. The problem they should be solving is job markets, helping companies and job seekers find each other. It’s not doing it well because LinkedIn doesn’t understand the unique values of the employers and job seekers using their platform.

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Who is responsible for company culture?

If you’ve worked at a large company, you’ve probably had the experience of being told what your company culture is, and my guess is that it rubbed you the wrong way. Often times it begins as a brand realignment where leadership teams get together and brainstorm the mission and vision of the company. This gets translated into values, which are thrown into a presentation and presented to employees. There’s just one problem with this approach. Those values don’t actually represent the culture of the company.

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How to build a strong company culture and a diverse workforce

For every article we read about how important company culture is we also read an article concerned that by strengthening culture, companies are also creating homogenous employee populations devoid of diversity. These concerns are very real and justified. As a technology company based in San Francisco, we think about diversity every day whether we choose to or not.

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Why Employee Engagement Starts During the Hiring Process

Employee engagement should start during the hiring process. That process is the first line of defense against selecting employees that just won’t be a good fit for the company, and won’t be engaged. If you hire employees who fit in properly with your company’s culture, they will feel more engaged in their work, and you’ll have a much better chance of keeping those employees on a long-term basis. In short, hiring the right employees, not just from a skill standpoint but also based on company culture, means your bottom line will directly benefit.

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7 Ways You Can Benefit From Using People Analytics

“People Analytics is the systematic application of statistics and behavioral science to Human Resource Management to achieve probability derived business advantages.” That sounds really difficult right? But here is the truth, it becomes a lot less daunting once you start looking at examples of how these analytics work in practice at real companies.

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