John Cutler’s Post

This is wild. People think they're joining a COMPANY culture. But check out the difference in experience depending on the DEPARTMENT they join! It makes me wonder: Should an organisation systematically prevent managers hiring because of negative dynamics in their team? When you consider the impact on the new joiner, and presumably the value they're able to bring to the company, do you think the HR team should step in? ------ Brilliant research from Derrick Bransby, Michaela Kerrissey and Amy Edmondson. You can read their HBR overview here: https://lnkd.in/eUrWvkbn

This is wild and thought-provoking! it makes me wonder Should an organization systematically prevent managers from hiring because of negative dynamics in their team? Absolutely! Negative team dynamics can crush a new employee’s potential, stifling innovation and lowering morale. Allowing hires into such environments isn’t just unfair to them; it’s detrimental to the whole company. The impact on a new joiner can be profound, affecting their integration, performance, and overall job satisfaction. Imagine stepping into what you believe is a supportive, cohesive environment, only to find yourself in a toxic team. The disillusionment and frustration can be overwhelming. However, there are practical concerns to consider. Can HR realistically monitor every team’s dynamics closely enough to make such decisions? What about the urgency of hiring needs? Delaying hires might solve one problem but create another, especially if the department is already understaffed. Moreover, how can organization ensure that the interventions will effectively resolve the negative dynamics? It’s not always straightforward to change a team’s culture, especially if the issues are deeply ingrained or tied to leadership styles. Thoughs ?? —— Read the Harvard Business Review article for more details here https://lnkd.in/dvQc4mMi #teamculture #newhire #psychologicalsafety

In a company you can work for great managers and teams/departments but you can also unfortunately land with a toxic manager and a toxic team/department. Choose your manager wisely. #leadership #psychologicalsafety

Creating a Workplace Culture in Which People Want to Work by Joyce Marter LCPC Attracting and retaining top talent is crucial for any organization's success. However, it's not just about offering competitive salaries and benefits—you want to create a positive and inclusive work environment in which employees feel valued, respected, engaged, and empowered to contribute their unique perspectives. A workplace that people genuinely want to work in can lead to increased productivity, lower turnover rates, and an overall happier and more committed workforce. A Gallup survey shows that satisfied employees produce a 23% higher profit than their counterparts. Ten Ways Employers Can Create a Positive and Supportive Company Culture 1. Define and communicate core values: Management should clearly define the organization's core values, principles, and behavioural expectations that shape their work culture. The core values should be consistently communicated and modelled from the top down. When I was a CEO, probably my most important skill was using emotional intelligence to keep my leadership team communicating, functioning productively, and maintaining morale. Continued at https://lnkd.in/gG_4B-g8

What is the most important part of creating high performance in the workplace and so often the thing that gets forgotten? I honestly believe that nobody turns up to work intending to be sh*t. Yes some workers are disengaged and so can be lacklustre or mediocre. But that's a symptom of a working environment that isn't creating high performance. Instead it's creating a resentful, uninspired 'work to rule' workforce. And the Management Team are probably tearing their hair out because they believe they are doing their best too. So what's going wrong???? At RPO Global we know a lot about creating high performance cultures in workplaces. We do this from the ground up because these workers are often forgotten and can become disengaged and unproductive. Imagine if all your shop floor workers were enthusiastic, inspired high performers? What an amazing company you'd be running. And guess what? These things spiral up so a company where the workforce feel happy, protected and nurtured attracts talent and other workers that you want to employ. This feels like an impossible task to a lot of our clients when we first start working with them. And I'll be honest, we don't have a magic wand we wave. It takes time to turn the culture of a business around. We focus on manufacturing, construction and logistical industries because we can make a real difference there and, I'll be honest, that makes us feel good!! So have a guess at what the most important part of making this happen is and if you want to know my opinion on it, message me! Kye Wright Cherie Concannon Marsha Quailey - I know you lot already know the answer to this, so you can't answer!!

Who really shapes your company's culture? 🤔 Here's a hint: It's not just the employees. HR and top management are the unsung heroes driving the culture. Here's why: - They set the tone from the top🏢✨. Actions speak louder than words. When leaders embody the values they preach, everyone listens. - They craft policies that reflect core values 📜💡. Flexible work arrangements, for example, show trust and respect when implemented correctly by HR. - They prioritize training and development 📚🚀. Investing in people isn't optional; it's essential for a thriving culture. - They champion diversity and inclusion 🌍🤝. Diverse teams are more innovative and resilient, and HR ensures every voice is heard. - They handle conflict resolution⚖️🛠️. A proactive HR team can transform conflicts into growth opportunities. - They celebrate achievements 🎉🏆. Recognition boosts morale and fosters loyalty. A simple job well done goes a long way. - They drive transparent communication 🗣️🔍. An open-door policy isn't just for show. It builds trust and keeps everyone aligned. So, next time you're thinking about company culture, remember this: It starts with HR and top management. They lay the groundwork for a positive, productive, and inclusive environment. How has your HR or leadership team shaped your company's culture? Share your stories! 💬👇

Choosing a job or work opportunity is not just salary vs job description. Also criteria will not be the same throughout, this will change and priorities will change as you progress in your career life. My priorities 10 years ago are quite different to what they are now. I have put together 5 criteria (not exhaustive) that you can look into: ·        Alignment with career goals: Assess how the position aligns with your long-term career aspirations and whether it provides opportunities for growth and advancement in your desired field. ·        Company culture and values: Evaluate the company's culture, mission, and values to see if they resonate with your own. A supportive and positive work environment can significantly impact job satisfaction. ·        Compensation and benefits: Consider the overall compensation package, including salary, bonuses, health benefits, retirement plans, and work-life balance offerings. Make sure they meet your financial needs and lifestyle expectations. ·        Location and work environment: Take into account the job’s location, commutation requirements, and whether the work environment (remote, hybrid, or in-office) suits your personal preferences and lifestyle. ·        Job responsibilities and work-life balance: Review the specific responsibilities and expectations of the role to ensure they match your skills and interests. Also, consider how the job affects your work-life balance, including flexibility and time commitments.

https://lnkd.in/eH63Y5rG Culture is STILL King. I've been thinking about this a lot. Great article on the priority of culture and its impact on hiring, retention, & progression. So many orgs talk, write about their values, their culture, & their vision. The best ones, where people thrive, put in daily investments of action to bring words to life. 2024: Be a culture shaper.

One of my recent roles had a horrible culture driven by the mindset of the corporate guys, but they were oblivious to it. They hated the growth mindset that I tried to cultivate as GM. I believe you should be constantly "dating" your employees as if you are courting them for marriage. Do this at all levels and your business will succeed! Shut this down at any level, and you're doomed! Sure, you may lose some employees if they outgrow their positions. However, if you're investing in them, you're also creating loyalty and a culture where employees aren't afraid of self impmanagers. You'll more likely create a self fulfilling loyalty as entry level employees grow into leaders, then supervisors, then managers. Then, when you put a person in a high enough position to create this team, be sure to give them the autonomy to get it done, and nourish them for the next level too!

This. To all people in positions of leadership- don’t be stifled. Lead your team. Create a place people want to come to. Create a place people feel useful and productive. Create a place people feel Impactful. You be loyal to them and YOUR team will be loyal to you.