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Workplace culture and engagement are threatened when company headcount exceeds 150 employees.
Defining and managing culture in a small company is a different ball game than in a large one. That’s because according to studies, an interesting social phenomenon occurs when your organization grows beyond 150 people.
You can’t make employees be engaged. They become engaged or they don’t.
Transactional approaches to engagement such as free lunches and bring-your-dog-to-work day only build entitlement, not engagement.
Three Ways to Engage Your Employees
Employees who are engaged with their work, their teams, and the organization benefit your culture, customer service, and product quality – not to mention, your bottom line.
Employee Engagement with a Digital Twist
What does employee engagement look like at a company that depends on digital technology excellence? In a recent interview with the technology head of such a company, I uncovered some nuggets that the not-so-digitally-inclined can learn from to improve employee engagement and profits.
Are You Intentional About Culture or Do You Leave it to Chance?
Successful leaders are willing to ask the tough questions. They’ve got the guts to hold up a mirror to better understand what’s really happening within their organizations. They’ve got the smarts to ask their employees and they’re also intentional about culture.