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Weekly tips on workplace culture anywhere from key drivers to quick fixes and big-picture ideas, Culture Wins is our weekly take on a “tip of the day.”
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.
Focus your efforts on engaging people with their work, their teams, and the organization.
There are three dimensions of employee engagement. Missing one could be the difference between an associate who goes that extra mile and one who calls in sick on opening day at the ballpark.
Communication is even more important when there’s instability.
Managers tend to communicate less in troubled times — when really, they should be communicating more. Here are five ways you can ensure employees are well-informed.
How an employee prefers to be appreciated varies from one person to the next.
Appreciation is one of the key drivers of engagement. It’s also one of the easiest things to do. But how successful you are at giving recognition depends how well you know the person receiving it.