Matrix Service Company is committed to cultivating a people-centered culture and focus on excellence. These values were highlighted in our recent certification as a Great Place To Work US® company. For eight years in a row, Matrix has received this honor, and we are proud of our consistent recognition that reflects our transparent culture. Learn more about this recognition: https://lnkd.in/gQ-wnNVU
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Verksamhetschef Vårdcentral Region Skåne( Captain ret’d). General Manager. Key Note Speaker. DISCLAIMER: I post and engage in discussions by expressing my private views and opinions.
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
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
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I know James Elfer was just wondering out loud, but it got me thinking as well. What if teams couldn't hire if psych safety levels were below a certain level? This is a fascinating thought experiment. The cynical me, believes that magically, somehow, the #s would go up. Magically, psychological safety levels would be reported as high. This could happen for a number of reasons, including people thinking "Unless these #s go up, we will not hire people, and I am overloaded!" But other things. Say the # was low. Would that cause an immediate blame game? If psychological safety is low, it is perhaps unreasonable to imagine that the team would be able address the issue to improve the #s. Or you could imagine a situation where the team and its leaders were doing its best, and the issue was somewhere else, somewhere higher. I doubt that would get worked out. What else?
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
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The Magic of Employee Recognition ✨ In the dynamic world of work, where success is the ultimate goal, one ingredient stands out above the rest – employee recognition. 🏆 Beyond mere acknowledgment, appreciation fuels a culture of success within organizations, leading to enhanced morale, motivation, and productivity. Here's how: 1. Boost Morale and Motivation: 🚀 A simple "thank you" or a pat on the back goes a long way in lifting spirits and inspiring employees to excel. Recognizing their efforts fosters pride and commitment, driving them to reach new heights. 2. Drive Performance and Productivity:💼 Companies with robust recognition programs experience higher levels of engagement and performance. When employees feel valued, they invest more energy into achieving organizational goals, driving bottom-line results. 3. Foster Collaboration:🤝 Celebrating individual achievements fosters a culture of teamwork and support. When colleagues see each other being recognized, it cultivates a collaborative mindset essential for innovation and problem-solving. 4. Retain Top Talent: 🌟 In a competitive job market, retention is key. Employee recognition enhances job satisfaction and loyalty, reducing turnover and attracting top talent who seek appreciation and growth opportunities. Employee recognition is not just a nicety, it's a strategic imperative. By fostering a culture of appreciation, organizations unlock the full potential of their workforce, driving success and sustainability in today's fast-paced world. ✨ #RecognizeSuccess #AppreciateYourTeam #EmployeeEngagement #WorkplaceCulture #TalentRetention #ProductivityPower #CelebrateAchievements
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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
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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
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
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Have you ever stopped to consider the remarkable impact that a simple "thank you, can have within the intricate tapestry of a workplace? Employee appreciation isn't just a courteous gesture; it's the lifeblood that nourishes a thriving company culture.Beyond the surface, it forges an unbreakable bond between associates and their teams, fostering an environment where dedication and commitment flourish. When associatesfeel valued, their morale skyrockets, productivity soars, and innovation becomes a collective endeavor.Associate's appreciation isn't confined to fleeting moments; it's a strategic investment in an enterprise's longevity. A culture of gratitude attracts and retains top-tier talent, creating a ripple effect of excellence. I'm just excited to be a part of it.
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Sales Expert, Leadership Coach, Speaker, AI Advocate | Transforming Sales Strategies for Sustainable Success | Schedule a 1:1 Consultation Today!
🔑 Here’s a secret to building loyal, motivated teams: Make them feel seen. We all want to know where we stand, and for many employees, authentic recognition is the roadmap to growth. 📈 💡 Fact: Employees who receive recognition are 5x more likely to see a clear path for advancement in their careers, according to Gallup and Workhuman. Want to increase engagement and retention on your team? Start with recognition. Here’s how you can create that lasting impact: 1. Be Specific: Mention the action and its positive impact. 2. Be Timely: Recognize achievements as soon as they happen. 3. Make it Personal: Tailor recognition to individual values. 👉 Employee retention isn’t just a nice-to-have; it’s the competitive edge that keeps teams thriving. How do you ensure your team feels valued? Share your tips in the comments!
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Leadership Coach | Speaker | Author of 'Ethical Leaders: Navigating Moral Complexity with Confidence
Are you tired of workplace dynamics driven by fear, coercion, or mistrust? It's time to transform your corporate culture. Discover the power of ethical leadership and nurturing a workplace culture that fosters collaboration, innovation, and genuine engagement. Join our Developing Ethical Corporate Behaviour Masterclass and lead your team towards a brighter, more sustainable future. It's time to create a workplace culture that people genuinely love. https://lnkd.in/g-XYcvCK
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September is Global Company Culture Month and it is a fantastic opportunity to reflect on the core values that shape our workplaces. Company culture is foundational; it influences employee satisfaction, retention, and overall productivity. Take time this month to dive into your company culture: 🌐How do we treat employees? Are there recognition programs? Ways for employees to learn, grow, upskill? 🌐Do we have a clear company mission that is known to all employees? 🌐How are decisions made? Is there employee feedback or does the CEO make all the decisions? 🌐How does our company communicate? Is it an open culture or more of a “keep it to yourself” vibe? 🌐What are the work expectations and work style? Are all employees clear on the work expectations and volume? Is the work style laid back or a high-performance culture? In addition, celebrate this month by recognizing standout team contributions, initiating discussions about values, and gathering feedback on the cultural environment. To enhance your culture, consider implementing regular team-building activities, transparent communication practices, and inclusive decision-making processes. Take this month to commit to cultivating a positive and engaging company culture! If you want to build a better team and a better culture, try our 15-minute Masterclass at the link in comments. #GlobalCompanyCultureDay #Leadership #WorkplaceCulture
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