https://lnkd.in/gxTMidVt. People are posting how proud they are that Centene moved up in the Fortune 500, but that only means there revenues are high relative to that of other companies. Acquisitions alone can do that. What I'm proud of is that it's a "Great Place to Work." 83% of employees say so versus a typical company's 57%. That means employees are engaged and the environment is high-trust. "High-trust cultures are shown in Great Place To Work research to outperform their competitors in recruitment and retention, productivity and innovation, and financial performance." - GPTW "Three of the dimensions are connected to the actions of leaders and building trust: credibility, respect, and fairness. The other two dimensions measure the workplace experience of employees in relation to their colleagues and the wider organization: pride and a sense of belonging."-GPTW
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I enjoyed reading Harrington Starr's TOP 1% WORKPLACE AWARDS 2024 which you can download here: https://bit.ly/3O5oZk0 Well worth a bedtime read - some amazing example of marketplace brilliance, exceptional cultures, fantastic senior leadership, and phenomenal technology teams driving the financial services evolution. A great piece of work by Nadia Edwards-Dashti and Toby Babb and much needed in the #fintech space. Culture is no longer a "nice to have" but directly effects the bottom line, and the ability to hire, train and retain brilliant team members, firms can live (or indeed die) by the strength of its people function. It's a dirty secret in the #fintech and #digitalasset ecosystems how many hyper scaling firms have toxic cultures, and these businesses need to be called out. Glassdoor is a great resource to get an insider view of current employees' views and contains plenty of horror stories! Senior managers need to take this feedback seriously - in a relatively small industry, news related to reputation and HR processes spread like wildfire. Time and time again I see a plethora of unethical hiring practises, even in some of the larger firms who should really know better. Again, there is plenty of support online to see the experience of those who have been interviewed/hired. Thankfully there are some good recruiters, and trade bodies, who are working hard to keep standards high, and where they need to be to allow the ecosystem to reach its full potential. Feel free to tag some that you recommend. Well done to all the businesses recognised in the report keep up the great work!
The Top 1% Workplace Awards 2024 | The Financial Technologist
harringtonstarr.com
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Earlier this year, Float completed a 12-month journey to becoming a certified B Corp, reflecting our commitment to measuring our success not only in profits but in purpose—prioritizing our team’s wellbeing, the community, and the environment 🌍 Our CEO and Co-Founder, Glenn Rogers, recently sat down with SmartCompany to share how we got here, and why the B Corp certification has been as beneficial for our business as it is for our people 💙 Here are three important takeaways from our B Corp journey so far: ✅ A powerful purpose is a shared purpose: crafting a mission is crucial, but a B Corp certification goes a step further to unify our team around a shared, impactful purpose ✅ High performers value great leadership: our investment in becoming a B Corp shows that we walk the walk when it comes to employee wellbeing and transparency ✅ The B Corp badge is a shortcut for seeking values-aligned candidates: the logo attracts candidates who share our values, helping us build a stronger, more aligned team Read the full article here → https://lnkd.in/df9DeFwH #BCorp #BCorps #BTheChange
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What makes a company an employer of choice? In his blog, Client Executive, Anthony Carlozo outlines five key factors that help businesses like Marsh McLennan Agency stand out. From strong management to clearly defined missions, see what drives top companies to create exceptional workplaces. #EmployerOfChoice #BestPlaceToWork
Top Places to Work/Employer of Choice: What Does It Really Mean?
https://mmaeast.com
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Gen Zs are reshaping our workplaces with their unique perspectives on promotion and retention. My recent article in People Management - UK provides insights into the changing dynamics driven by this generation: [Link to the article](https://lnkd.in/gGKm48Fu)
What can Gen Z teach us about promotions?
peoplemanagement.co.uk
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What makes a company an employer of choice? In his blog, Client Executive, Anthony Carlozo outlines five key factors that help businesses like Marsh McLennan Agency stand out. From strong management to clearly defined missions, see what drives top companies to create exceptional workplaces. #EmployerOfChoice #BestPlaceToWork
Top Places to Work/Employer of Choice: What Does It Really Mean?
https://mmaeast.com
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What makes a company an employer of choice? In his blog, Client Executive, Anthony Carlozo outlines five key factors that help businesses like Marsh McLennan Agency stand out. From strong management to clearly defined missions, see what drives top companies to create exceptional workplaces. #EmployerOfChoice #BestPlaceToWork
Top Places to Work/Employer of Choice: What Does It Really Mean?
https://mmaeast.com
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I joined a discussion yesterday as part of SHRM's Better Workplaces series, and one of the highlights was around high-performing employees and the inextricable connectivity to #development and #engagement. At FTI, we've taken this link a bit further to 1) examine internal advocates and not just high-performers, 2) explore the specific growth and development needs that are important to advocates, and 3) move beyond engagement to also evaluate how key experiences and touchpoints drive actions and behaviors. Looking at lagging indicators is not enough to understand drivers of performance, #retention and growth. It takes more nuanced insights to shape your optimal workforce. #employeeadvocacy #highperformanceculture #highperformingteams #employeegrowth #retentionstrategies
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Following an invigorating Team Cohesion programme, Institute for Human Resource Professionals (IHRP) embarked on an inspiring day of strategic vision and collaborative goal-setting, demonstrating our unwavering commitment to transformative workplace excellence. Leadership is a powerful catalyst of cultural change, steering our organisation towards a future-focused approach that addresses the complex landscape of modern workforce challenges. IHRP CEO Aslam Sardar, PBM shared a strategic roadmap designed to navigate the intricate dynamics of skills shortages, technological automation, and the evolving demographics of our workforce. Each department then articulated upcoming initiatives and goals that underscore our collective ambition to scale up, make meaningful impact, and courageously venture into new frontiers. Beyond our professional achievements, we also celebrated the human connections that make our team exceptional. We honoured our December birthday colleagues and commemorated Rachael Lim's significant milestone of three years of dedicated service, recognising that our strength lies not just in our strategic vision, but in the individual contributions of our talented team members. As we look ahead, our workplan represents more than a series of goals—it is a testament to our resilience, innovation, and shared commitment to driving transformative change in the ever-evolving workplace. We endeavour to continue on our quest to unlock the full potential of human capital in 2025. #IHRP #Workplan #StrategicPlanning #PreparingFor2025
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Employers, aligning company culture with company morale is crucial for success. It's essential to live by the values you post. Satisfied employees go the extra mile, fostering loyalty. When employees feel respected, empowered, heard, and valued, it positively impacts clients, products, and services. Investing in management training is key, leading to improved talent retention in the long run. #CompanyCulture #EmployeeEngagement #ManagementTraining
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We are thrilled to announce that we've been recognized as a 2024 Healthy Company All-Star Winner by The Great Game of Business! 🏆 This prestigious award honours companies worldwide that are truly CHANGING THE GAME by fostering a workplace culture that drives exceptional financial performance and top-tier employee engagement. Congratulations to all the other winners and finalists—we're excited to celebrate these incredible achievements together! 🎉 A big thanks to the judging panel: - Jack Stack, President & CEO of SRC Holdings Corporation - Ann Rhoades, President of PeopleInk, Inc. - Loren Feldman, CEO of 21 Hats - Laura Ruzicka, EVP of Accounting and Finance at SRC Holdings Here's what it means to be a Healthy Company All-Star: 💰 Healthy Finances: Companies must meet or exceed industry averages in key financial metrics like profit growth, cash generation, asset utilization, and ROI. 🤝 Healthy Culture: The level of employee engagement and adherence to The Game’s principles are assessed through company-wide surveys. 👥 Healthy People: This scorecard highlights programs that reward and educate associates, alongside an interview discussing policies on employee well-being and future investment. Learn more by clicking the link below: https://lnkd.in/g4fhPpjx #GGOB #Winner #ETS #Organic #AllStarAward #OpenBookManagement #HealthyWorkplace
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