Welcome to our weekly roundup of articles and resources, guidance and inspiration for those who have a role and responsibility in shaping the employee experience. We include a variety of sources and topics ranging from Employer Branding, Content, Employee Communications & Campaigns, Recruitment Marketing, and workplace culture.
In this week’s Employee Experience Roundup, Arianna Huffington talks about “10 Ways to Actually, Finally Improve Company Culture” and learn about what do “As Your Company Evolves, What Happens to Employees Who Don’t?” plus more.
- Arianna Huffington: 10 Ways to Actually, Finally Improve Company Culture — TIME, By Arianna Huffington @ariannahuff
“There are endless truisms about the importance of company culture — so many that the idea of a strong culture has become a cliché. We often just nod our heads and move on. But it matters. So how can we put flesh and blood on the idea to make it more than just a nice saying? How can companies embody the connection between culture and the bottom line? Here are ten ways.”
- Understanding Cultural Development at Traditional Companies — Unleash (Formerly HR Tech World), By Natalie Hoffman
“It’s a buyer’s market for today’s talented job seekers. Companies are forced to compete for the industry’s top talent, and the candidates are expecting more from organizations in terms of community service, transparency and authenticity than ever before. Today’s job seekers are not just searching for the best salary or even benefits; younger generations particularly are looking for a company culture they can stand behind and believe in. If they don’t find it, they are apt to move on and quickly.”
- A ‘Culture of Coaching’ Is Your Company’s Most Important Ingredient for Success — Entrepreneur, By David Tal
“There are so many investments out there that you can make to put your fast-growing startup on the road to success — from adopting the fanciest technology, to setting up shop in the hippest location, to partnering with the most impressive industry leaders. But not all that glitters is gold. Perhaps the most important investment you can make is the one with the least amount of curb appeal: your staff.”
- Catherine’s Office, LinkedIn By Paul Davies, @paul_w_davies
“In my role as the Employee Experience Leader, I’m expected to champion and advocate on behalf of over 300,000 GE employees around the world. Our employees work in a myriad of places … from oil rigs and airports, to rail yards and hospitals, and everywhere in between. We expect a lot of our employees and we hope the work they do is fulfilling and purposeful. We describe our Employee Experience as enabling our people to do the best work of their lives through moments that matter.”
- Every Company Needs A Reason For Being, Here’s How To Get One — INC, By Jacob Morgan @jacobm
“Organizations seeking to create amazing employee experiences need to start with a Reason for Being, which acts as the foundation for the three employee experience environments–technology, physical space, and culture.”
- How New Managers Can Send the Right Leadership Signals — HBR. By Amy Jen Su @AmyJenSu
“One of the most exciting and — sometimes anxiety-producing transitions in a career — comes when you move from being an individual contributor to becoming a manager. At this juncture, what you think, what you say, and how you show up — in effect, your leadership presence — can have a direct impact on those you are now leading and managing for the first time. So, as a new manager, how do you build an authentic and connected leadership presence that has a positive impact on your team and colleagues?”
- As Your Company Evolves, What Happens to Employees Who Don’t? — HBR, By Robert Glazer @robert_glazer
“When my company was young, we worked with two contractors who played key roles in client services. As we grew and defined our core values — singling out accountability as our top priority — it became clear that these contractors did not meet our newly defined standards. They were often difficult to catch on the phone, noncommittal about deadlines, and understandably had more of an individual, not team-based, approach to their work.”
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