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5 Telltale Signs Your Company Culture Is Going to the Dogs

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The phrase, ‘going to the dogs’ often carries a negative connotation. However, Glassdoor recently compiled a list of 10 companies whose employee perks include dogs in the workplace, and in this instance, ‘going to the dogs’ is a very good thing!

While not everyone would agree that permission to bring a four-legged friend to the workplace is a perk, many pet owners and pet lovers would jump at the opportunity to bring their pet to the office or to be surrounded by others’ pets in the workplace.

Having a dog nearby can provide relaxation and add to feelings of joy and levity. For many, the simple act of petting a dog is calming; playing with a happy canine can be therapeutic; and the mindless task of tending to a pet’s needs throughout the day can declutter one’s mind and even unleash dormant creative thinking.

However, because many companies’ leaders are not as sensitive as the ones on Glassdoor’s list, their culture may be prone to waning productivity and declining retention.

To help you separate the wheat from the chaff in regard to culturally aware companies, you may want to consider the following signs before hiring on. While some of these points—independently—appear small, bear in mind they can be symptomatic of larger cultural frailties.

1.They don’t acknowledge special occasions. For example, it is common knowledge at most companies when someone has a birthday. In fact, human resources should have that information on hand. Beyond that, someone at the office likely will wish them a happy birthday – several others will randomly, throughout the day, bestow birthday wishes. Therefore, if an employee’s immediate supervisor or boss fails to acknowledge a simple ‘happy birthday’ greeting, this could be a signal that they really don’t care that much about nurturing their employees.

2. They don’t ever share credit or say, ‘thank you.’ For example, when a sales professional closes a high-level sale, does the boss automatically steal acclaim, crediting himself (or the company’s reputation), and dismissing the sales person as simply an order taker?

3. They rarely, if ever, acknowledge an employee’s personal life. If they never bother to ask how an employee’s spouse, sister, brother, mom, dad, child is doing, then they probably are lacking in compassionate leadership skills.

Read 2 more signs your company culture is going to the dogs by following this link: How To Tell If Your Company Culture Is ‘Going to the Dogs.’


Written by Jacqui Barrett-Poindexter, Partner/Owner, CareerTrend.net
I am a career writer hired by individuals and organizations to build game-changing stories for executives, professionals and entrepreneurs. To find out how I can support your personal or corporate storytelling goals, please follow this link: www.careertrend.net.

How to Brighten Up a Drab, Demotivating Office Culture

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By Jacqui Barrett-Poindexter

Being happy at work may seem counterintuitive for some people, but it is possible. While business tasks can be tedious and difficult, when a culture of positivity exudes, even the most challenging projects are more bearable, even rewarding.

If you feel your current office culture doesn’t meet expectations, don’t lose hope. Whether you’ve been on the job hunt for a few months—or even a few years—shift is possible.

For example, you may find yourself in an environment lacking lightheartedness and levity. If you are a bubbly, outgoing personality with extrovert tendencies, you may seek a more demonstrative manager or teammates with whom you can feed off one another’s energy.

A culture where the overall tone, from the CEO to the front line staff is consistently serious may come across to you as humorless and deflating. You may not be happy in this environment over the long haul because being more open and sociable is fuel that motivates you to perform.

How To Initiate the Beginning of a Culture Shift

  • Request a meeting with your boss with a multifaceted goal to discuss future objectives, while also airing your concern. Propose a solution, related to the energy drain the culture has on your spirits, your teammates’ attitudes and overall office productivity.
  • A possible initial solution to gain culture shift traction may include asking your boss (or your boss’s boss; or even the company owner, if it’s a small organization) to employ regularly scheduled ‘walkabouts’ where he/she simply connects with the staff, on a more personal level.Follow this link for the full post (and more ‘how to’ ideas): How to Energize a Dull, Demotivating Culture.

Why Employees Are Abandoning Ship

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By Jacqui Barrett-Poindexter

With an uptick in job opportunities, employees are becoming more optimistic. As a result, those who have been hunkered down, awaiting the economic storm to pass are resurfacing now, and if they don’t like what they see, they are on the hunt for better opportunities. Are you one of these employees?

1. You Are Tired of Being Frenetic. If your culture feeds off of drama spurred by poor or last-minute decision-making, little or no vision or project planning;, and constantly shifting gears rather than sticking to a decision or plan, you likely are at risk of losing some key players. Employees understand that disruptions in the economy, marketplace shifts, new product roll-outs that get hung up, technology snafus and other emergencies occasionally happen, and they must therefore pitch in with verve—and swiftly–to ensure a smooth resolution.

However, constant frenzy generally is not an acceptable culture for anyone seeking to sustain their enthusiasm for their job. If their personal lives and their health begin to suffer as a result of a culture of frantic, employees often find themselves networking their way into a new, healthier environment.

2. Your Expertise No Longer Is Respected. For various reasons, well-respected employees may discover a once mutually respectful culture taking a sharp left turn, where their professional opinions no longer seem to hold much weight. For example, if your leadership guard is suddenly replaced, and the incoming CEO has a distinctly different agenda that appears to disregard current employees’ opinions and ideas, trouble mounts.

Perhaps the new leadership wants to rapidly grow a small business in order to compete with the Fortune 500 competitors. If they pivot so quickly that the longstanding employees who have navigated the storms of start-up are simply dismissed in the process, they not only risk losing those employees, they also risk making a move that may tear down the foundational core of your company’s operation. Since the old guard employees are no longer there, no one with any real experience or company history will be left to help bail your company out.

Please follow this link for the rest of the post: 5 Reasons Why You Should Look for a New Job.

 

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