Encore Search Partners, LLC’s Post

𝙒𝙝𝙖𝙩 𝙖𝙧𝙚 𝙩𝙝𝙚 𝙗𝙚𝙨𝙩 𝙥𝙧𝙖𝙘𝙩𝙞𝙘𝙚𝙨 𝙛𝙤𝙧 𝙚𝙣𝙜𝙖𝙜𝙞𝙣𝙜 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙞𝙣 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙘𝙝𝙖𝙣𝙜𝙚? 🤔 Some of the best ways to do this are: ✅ Communication transparency 💛 Fostering mutual trust and respect 🖊️ Involving employees in the decision-making process. See your solution 👇 https://lnkd.in/e6HJuutu

𝙒𝙝𝙖𝙩 𝙖𝙧𝙚 𝙩𝙝𝙚 𝙗𝙚𝙨𝙩 𝙥𝙧𝙖𝙘𝙩𝙞𝙘𝙚𝙨 𝙛𝙤𝙧 𝙚𝙣𝙜𝙖𝙜𝙞𝙣𝙜 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙞𝙣 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙘𝙝𝙖𝙣𝙜𝙚? 🤔 Some of the best ways to do this are: ✅ Communication transparency 💛 Fostering mutual trust and respect 🖊️ Involving employees in the decision-making process. See your solution 👇 https://lnkd.in/egAU_muH

A Comprehensive look at the components of a great company culture.

I read this in a book 📚 today. It hits hard these days! 🥊 Employees possess a unique ability to both earn and reflect trust -- something EVERY brand needs to thrive. "How can I make my employees participate?" ANSWER - YOU CAN'T 🚫 ❓ WHY.... 🔔 You can't "make" them do anything; you must build a better culture so they want to. HOW? 🎯 Foster open communication channels 🎯 Promote a culture of continuous learning 🎯 Prioritize seeking diverse perspectives from team 🎯 Lead by example, embodying the organization's values 🎯 Cultivate a supportive environment that emphasizes work-life balance P.S. What would you add to this?

👋 Want loyal customers? Start with happy employees. Tiffani Bova puts it perfectly: "The fastest way to get customers to love your brand is to get employees to love their jobs." ✨ Here's how: → Encourage open communication → Prioritize work-life balance → Recognize great work 📈 The payoff? Engaged teams outperform their competitors by 147%. 📌 Begin with regular pulse surveys—then act on the feedback. Culture isn’t set and forget. It’s a daily commitment.

⚡️ Unlocking Company Culture: 3 Strategies for Effective Communication with Employees 1️⃣ Harmonize Content with Culture 2️⃣ Sync Communication Approaches with Culture 3️⃣ Foster Transparent Communication between Leaders and Employees A significant 74% of employees recognize the profound impact of company culture on their performance and ability to excel. Discover practical tips and advice ⬇️ https://lnkd.in/g3U3rsT #EX #IC #InternalComms #Culture AgilityPortal

🤔 What does being people centric really mean to your organization? This question hit me like a ton of bricks 🧱 in a conversation this week. And I’m obsessed with it. Why? Because it slices through all the corporate BS 💩 and gets to the heart of what actually matters: authenticity. Now, let's be real—there are layers to this whole “people-centric” thing. Some are surface-level fluff 🌫️, others dig deep 🕳️, and yes, a few are downright toxic ☠️. It all depends on how much your CEO and leadership want to invest in actual people-centered practices. I’ve seen organizations where leaders say they care about people—but you can smell the toxicity from a mile away 👃. They’ve got HR doing HR things 🗂️, shuffling papers, keeping it "safe" 🛑, but there’s nothing people-centric about that. Then there are companies where leadership truly invests in making their employees central to everything they do—every process, every policy, every single initiative 🔄. And the difference is blindingly obvious 🌟. But here’s the truth 💡: when you ask, "What does being people-centric mean to our organization?" you’re setting the stage 🎭 for how you want to shape your culture. And let me tell you, it’s the difference between talking the talk and living the talk. So, what’s it gonna be? 🔥 The Culture Governance Committee is an innovative way to engage, empower your employees to only to provide feedback, but to own, design and implement THEIR employee experience. Download the ebook. https://lnkd.in/gUvfwTCH As we say in French: “Il ne suffit pas de parler, il faut agir.”— It’s not enough to talk, you have to act.

Discussing with a team on strategies to enhance company culture, and a key focus is on retention and loyalty concerns. What measures do you implement to foster a culture that encourages employees to remain with the company?

Your staff meeting is the most obvious indicator of your culture. Why? Because it is designed by you, for you. It is the lowest hanging fruit as a relayer of culture because it’s entirely within your control. It shows … Values. Priorities. How you communicate. Interplay of content & connection. The voices you hear. The faces you see. If who you want to be as an organization isn’t coming through in your staff meetings, it’s time to reevaluate. Staff meetings are opportunities. Make them matter.

Creating a positive culture - and including your employees in the process - remains a strong way to build loyalty and engagement. Ayme Zemke from Beehive Strategic Communication provides some tips for why and how to make that happen. Link below.