Every year we survey our large network of HR practitioners about their people management priorities for the year. We cover a lot of ground with just a few questions, but our focus is on what HR initiatives are most pressing, how they are tackling those priorities with new tools and technology, and how they are approaching culture management.
$101 billion. As of 2016, that’s the total amount of fines paid by banks implicated in the mortgage bubble responsible for the financial crisis of 2008. While the federal government did find some areas of law-breaking, regulators also found that many of the actions that led to the housing crisis weren’t necessarily illegal — just violations of banking standards.
In this article, I want to focus on providing a framework for understanding two popular but commonly confused concepts: employee engagement and company culture. We’ll cover the basic definitions of each, the type of data that drives an understanding of each, and a framework for understanding the relationship between the two concepts.
If your culture isn’t aligned with your success factors, you’re in for trouble. Within a company, culture is a guiding factor that not only helps people understand how to behave, but also serves to reinforce a business’s priorities and objectives. In this webinar, HR professionals in many industries will learn what it takes to redefine “culture,” fix a broken company culture and adapt the understanding of culture for the modern age – all of which can benefit your HR program and prepare your business for new and dynamic environments.
With hundreds of new software providers in the HR space, many HR executives wonder how to make sense of them all and select the best fit. Dozens of software platforms, in various categories, often lead to difficulties determining the strengths and weaknesses of each platform.
This article is a preview of a series of articles we’ll be writing to help HR executives make smarter software decisions and ensure that the software they choose is right for the needs and culture of their companies.
The concept of a company culture has narrowed in recent years, and these days you’d be forgiven for thinking “culture” equates to employment perks. Companies like Facebook and Google have become famous for extravagant perks that include three free meals a day, onsite gyms and childcare, and free transportation to and from work. While perks can increase job satisfaction, they don’t tell the whole story. Through authentic leadership and a genuine commitment to their employees, these five off-the-radar companies have created some of the best company cultures in America.
Earlier this year we went through an exhaustive review of all Pomello’s customers. Ones who love what we do, ones who want us to do more, and even the ones we’ve lost. We wanted to distill our message to fit the words of our customers. After who is in a better position to describe the value of our product and its practical applicatio
Businesses today have to keep up with the rapid pace of technological development and globalization, but they also have to understand the needs and preferences of a changing workforce, the Millennials. Already, many of us have entered the job market, and by 2025 we will make up 75% of the workforce.
Many organizations view “culture” as a problem that needs to be solved, typically after an increase in employee turnover, declining performance, or some disruption such as a merger or acquisition. By the time culture is raised as an issue, there is usually already a lack of energy, focus, and dedication.
One of the many key factors for a startup’s growth is its culture. Nurturing the culture of the company from early on is paramount. A strong, thriving, culture of growth depends a lot on the core values we set for the startup and the employees.