Monika Drab’s Post

😥 When is it too late for culture? 🔥 Next Wednesday–19 June–join Annicken R. Day and me at #TheConduit in Oslo #afterwork for a fun, free talk about a subject that's super close to our hearts and our work. We've all worked in teams that have hit challenging times: Executive leadership changes, hypergrowth, restructuring and layoffs, market shifts, a merger or acquisition. In these moments, a company's culture shows up. For better or for worse. Unfortunately, once you're deep in the chaos and emotion of a difficult transition, you might realize you didn't invest enough in your culture beforehand. It can feel like it's too late... 😎 Spoilers: It's not! Annicken and I will give you a crash-course in #organizationalculture: what it is, how to build it, and what the #ROI looks like. 🔺 Using the research-backed, proven Corporate Spring Model as our guide, we'll share our "culture war stories" from working with companies of all sizes, stages, and industries worldwide. We’ll also talk about how we help #leaders, #teams and #companies build high-performing #innovation cultures through a human-centric approach to business. Whether you're an #entrepreneur, an #executive, or an engaged #employee, you'll walk away from this event with a deeper understanding of the value of organizational culture, as well as actionable ideas for how you can influence culture for the better in your company. We're proud to be included in The Conduit's #Impact Programme. This session is open and #free to members and non-members alike! 🎟 Conduit members can register through their website. Not a member of the Conduit? Use the link on my website to register! https://lnkd.in/dh-KY5s7 See you there! 😎

Lately, I've been working through what it means to build a team and its culture simultaneously. In a perfect world, we’d have the culture document nicely prepared from Day 1. But we all know how nonlinear startups are and how easy it is to focus on the product when your product is, in fact, the people. In this case, our leadership team was finding areas of the business that weren't functioning as we'd envisioned which prompted us to conduct a self-audit of the culture as it stands, interviewing each team member and being more attuned to daily interactions (but not involving ourselves). As it's said, culture is what happens when you're not in the room. From those results, we developed an authentic value system that embodied our vision (but also stayed close to reality). When shared with the team at our Monday team meeting, we asked everyone to look for examples of where these values showed up throughout the next week. The following Monday rolled around and to our delight, people were ripe with stories, shoutouts, and countless examples. It was a testament to the people in the company who were currently performing in alignment and gave an incredible path for the new team members we will attract in the future. There is now no confusion about what the team wants to be. We want to be the very best. I am not saying that it’s easy (it took us two years to get to this place), but putting your ear to the ground and opening your eyes to how your team authentically works at the moment is your roadmap to the culture you want. If it’s not…it's time to clean some things up!

Creating a culture that not only survives but thrives through the years is no small feat. It's about more than just setting rules or defining values—it's about living them, every single day. The journey to cultivating a great, enduring culture is filled with challenges, but the rewards are immeasurable. Imagine a workplace where every team member feels valued, understood, and aligned with a shared vision. That's the kind of environment where innovation and productivity are the norm. It takes courage to build an intentional culture, to stand by your values even when the going gets tough. But for those willing to embark on this journey, the payoffs are not just real; they're transformative. If you're ready to dive deeper into this topic and start shaping the culture of your dreams, you’ll want to check out "People", the newest book in the EOS Traction library. And it's available for pre-order now: https://lnkd.in/eUfEZKaY Workplaces don’t just have to be where we go to do a job, but spaces where we grow, and thrive together. 🧡 #CultureBuilding #Leadership #WorkplaceCulture #EOSWorldwide #PeopleBook

One of the biggest mistakes I see founders make is prematurely promoting their early employees. I understand the urge to do so - but often, it comes at a price. When the company is small, everyone wears many hats, and it's tempting to reward loyal, hardworking early employees with significant titles. As the company grows, however, each person’s scope narrows. Because of that, an employee who was promoted in year 2 to a role like COO, for instance, might not be the best candidate for the job in year 4. A more experienced, specialized COO might be necessary. So what happens next? Downgrading the employee’s title? That never goes well! Setting expectations properly from the start is crucial to avoiding these uncomfortable situations. Recognize your founding employees through other means: label them as founding employees, offer additional equity based on milestones, increase salaries, or make them more senior in ways that don’t inflate titles prematurely. Finally, think about the future. It’s possible to reward your early employees in a scalable, fair manner. With this approach, you can ensure a smoother transition as your company grows - and maintain morale and loyalty among your team.

It's loud and clear: 49% might bolt, not for the bucks, but the vibe. 👇🏿 . . . This isn't just about the grind or the green—it's about the air they breathe from nine to five. It's a culture crisis, folks. We've got a workforce hungry for more—for meaning, for a voice, for a space that echoes their values. They're craving real talk, real leaders, and a culture that's all in on inclusion, innovation, and the whole human experience. Time for a culture check, leaders. Dive deep. It's makeover time. Let's build spots where folks don't just show up; they stick around, shine, and scale new heights with you. #CultureCounts #EmployeeExperience #StayAndThrive

Despite the $15 billion companies spend annually on managerial and leadership development, bad bosses are common in the American workforce. So why do employees end up working longer (two years, on average) for toxic bosses than nontoxic bosses? Quitting can be hard for a number of psychological reasons. But it’s not the only option for employees struggling with bad bosses. Before deciding to quit, employees should try a number of strategies to ameliorate their tough situations. Having direct conversations with their bosses, engaging with their support networks, making lifestyle changes outside of work, and exploring other opportunities within their current organizations are good places to start. It is, however, possible that quitting is the best option — and that’s okay. Doing so gracefully and strategically will help employees transition from bad situations to better ones

Which of your employees are at highest risk of quitting? Wouldn’t you rather KNOW versus GUESS?? …so you can proactively take the right actions for you and your business? If YES, you would rather KNOW, OpenElevator can help! OpenElevator, with our proprietary algorithm, helps employers accurately know their teams like never before. Including who is at risk of quitting and what to do about it.   Book a consultation call: https://lnkd.in/ga_QaHrj   #Innovation #humanresources #leadership #recruiting #leadershipdevelopment #employeeengagement #shrm #workplace #workplacewellness #employeewellbeing

When top-notch employees #leave, It's a wakeup call for organizations to reevaluate their #culture & #leadership dynamics❗❗ · When valued employees #leave, it's not a loss; it's a reflection of #poor #leadership · Employees don't #quit jobs; they quit #toxic work environments. · Talent doesn't #leave because of lack of jobs but because of lack of #appreciation · The best employees leave when they're #unappreciated, #undervalued, & #undercompensated · Great employees leave when they're no longer inspired by their leaders · Employees #quit when they're treated like a commodity rather than an asset · Top performers leave when they're not given the opportunity to grow · People don't leave jobs; they leave managers · The best employees #leave when they no longer see a future worth investing in.

When top-notch employees #leave, It's a wakeup call for organizations to reevaluate their #culture & #leadership dynamics❗❗ · When valued employees #leave, it's not a loss; it's a reflection of #poor #leadership · Employees don't #quit jobs; they quit #toxic work environments. · Talent doesn't #leave because of lack of jobs but because of lack of #appreciation · The best employees leave when they're #unappreciated, #undervalued, & #undercompensated · Great employees leave when they're no longer inspired by their leaders · Employees #quit when they're treated like a commodity rather than an asset · Top performers leave when they're not given the opportunity to grow · People don't leave jobs; they leave managers · The best employees #leave when they no longer see a future worth investing in.

A strong sense of purpose is key to building the kind of culture that drives top line results. I'm talking about increased revenue. Real, sustainable growth. What else could you possibly want your culture to do for your company? Let's start talking about culture in ways that matter: getting results for you and your company. Whether your company is employee-owned business, privately-held, or publicly-traded, results are what matter. And that's what culture is really all about. #growth #toplineresults #companyculture #esop