Soteria Self Defence’s Post

Company culture is an interesting topic, people scream about their values and culture, but in my humble opinion it’s the teams and their individual managers that make a difference. You can walk into a building and experience completely different cultures within the teams that work next to each other. With each manager/team effectively creating a subculture within the business, how is this managed from a HR perspective? I’d love to hear some thoughts on this ⬇️

Building a positive corporate culture goes beyond mere checklists; it's about nurturing an environment where everyone feels valued and connected. When our actions mirror our values, success naturally follows. Picture this: when your team members feel a sense of belonging within your company's culture, it's more than just happiness—it's loyalty. Your culture promotes open communication and conflict resolution, fostering an environment where everyone can thrive. And the benefits? Increased productivity, boosted morale, and a reputation that attracts top talent. Managers play a crucial role in shaping corporate culture. They lead by example, influencing employee behaviour with their actions and attitudes. Their values set the tone for the entire organisation, shaping its ethos and operations. Effective managers understand how to inspire their teams, emphasising their importance in achieving the company's overarching goals. Improving and enhancing corporate culture requires a diverse toolkit. Here are just some steps you can take to boost employee satisfaction and foster a sustainable culture: ·     Listen to your employees through surveys to understand their needs and desires. ·     Consider structural changes, such as breaking down hierarchies, to promote inclusivity and collaboration. ·     Encourage communication and idea-sharing among colleagues. ·     Lead by example by embodying the company's defined values as an entrepreneur or manager. ·     Foster team bonding through regular events or celebrations. ·     Create a comfortable work environment that promotes movement, with features like quiet areas and adjustable desks. Remember, these suggestions may not fit every company or situation. Adapt and tailor them to suit your workplace. To truly enhance corporate culture, it's essential to actively champion it. So, I'll ask you: What defines your company culture? 🌟 #culturechange #companyculture #hr #management #corporateculture #employees #sustainableculture

Are you actively monitoring your company culture? Do you have KPIs dedicated to assessing and maintaining it? The importance of a strong, aligned workforce sharing core values cannot be overstated. Yet, how many companies truly understand the values driving their culture? Keeping a finger on the pulse of your company's culture isn't just a lofty ideal—it's essential for long-term success. Our ValueFit assessments make this seemingly daunting task achievable, ensuring your culture remains rooted in its core values. Don't just talk about culture—nurture it with intentionality. #CompanyCulture #ValueFit #WorkplaceAlignment #fitmejobs

A company's culture is like its personality, made from the collective thoughts, feelings, and actions of everyone involved. With recent changes causing contradictions within these cultures, such as striving for collaboration in isolation and achieving work-life balance in remote settings, it's crucial to realign a company's culture with its goals. To learn more about these challenges and find ways to bring your company's culture back in sync with its goals, check out the full article. #CompanyCulture #StrategicAlignment #OrganisationalChange

Moraine Park Technical College Culture Panel: Building a Workplace That Thrives This morning, Moraine Park Technical College hosted an insightful Culture Panel with regional HR and Business Development in attendance for some beneficial conversations about workplace culture. Approximately 25 attendees gathered to delve into the crucial elements of building and sustaining a high-quality workplace culture built on feedback, appreciation, and accountability. Here are the key takeaways that resonated throughout the evening: Culture by Design or Default: Kelly Wendorff of Weld Lab drove home the impactful truth: company culture happens, whether intentionally designed or not. Leaders have a choice: be proactive in shaping a positive culture or be left reacting to the one that emerges by default. This proactive approach requires intentionality and a commitment to fostering the desired values and behaviors within the organization. Feedback: Go to the Source Adam E. Rupp of WiLL | Wisconsin Lighting Lab® emphasized the importance of seeking feedback directly from the source. When it comes to understanding what's truly happening within your organization, don't rely solely on filtered reports or hearsay. Actively engage with your employees at all levels to gain genuine insights into their experiences and concerns. Accountability with Support Jerry Cegielski of Mercury Marine provided a crucial balance, highlighting the need for both accountability and support. While holding individuals responsible for their actions is essential, it's equally important to offer a helping hand when they stumble. A supportive culture fosters growth and development, allowing employees to learn from mistakes and continuously improve. Overall, the Moraine Park Culture Panel offered valuable insights for anyone seeking to cultivate a thriving workplace environment. By prioritizing feedback, appreciation, and accountability, we can build cultures that empower employees, drive innovation, and ultimately lead to organizational success. Thank you Moraine Park Technical College for hosting and facilitating some great conversations around what it takes and means to have world class workplace cultures.

Wondering how important company culture really is to your growth plans? 🤔 According to a report by Gallup, companies with high-level engagement are 21% more productive than businesses with lower-level engagement. And businesses with a strong company culture are more likely to retain their best employees. With people being at the heart of every business, that's vital... This article by BambooHR runs through the positives of a strong company culture and how that can contribute to growth! #LearningAndDevelopment #LAndD #CompanyCulture #GrowthCulture

The 3 Facets of Workplace Culture Credit to Timothy Timur Tiryaki, follow him for more insightful content. ------ Original post below 👇🏼 The 3 Facets of Workplace Culture 🌟 Workplace Culture is a multi-faceted and complex topic. As individuals, each of us is complex, and when we come together to collaborate and cooperate, the complexity deepens. Traditional definitions of culture encompass shared mindsets, beliefs, attitudes, language, and symbols. However, in simple terms, Workplace/Organizational Culture is about how we collaborate and cooperate as human beings. It's our shared way of being and doing, a constellation of behaviors rooted in mindsets and habits. Many organizations understand and manage culture as the embodiment of values and how they manifest through behaviors and principles. I refer to this as Culture as the North Star. This is only one of the facets of culture, hence many leaders understanding of workplace culture is limited. I've developed the Culture-Actualization Framework©️ to explore various facets of workplace culture: 🔵 Culture as a Guiding Star 🌠 North Star as a saying: Inspirational Culture revolves around the organization's purpose, mission, vision, values, goals, and ambitions. It includes elements like Employee Value Proposition and Employer Branding strategies. 🔵 Culture as an Operational Fabric: Operational Culture pertains to shared ways of working, strategy execution, meeting protocols, and day-to-day practices. It's the culture in the operations, how systems are used, policies, procedures are executed. In simple terms, it's how the phones/emails are answered, how boxes are moved. 🔵 Culture as Employee Experience: This facet delves into the firsthand experiences of employees, the reality of culture on the ground. While companies may develop policies, procedures, and processes aligned with their values, the actual employee experience often reveals gaps. My research takes a Maslowian, employee-needs-based perspective, shaping the Hierarchy of Needs at Work, Maslow 2.0. Many leaders perceive culture as a North Star, whereas employees perception is culture as lived experience. This gap is one of the main reasons of the great resignation and quit quitting. #WorkplaceCulture #Leadership #CultureMeasurement #LeadingwithCulture ----- Enhance your career abilities with daily insights. 🌱 Stay updated with The CTO Journal for top content on: 📈 Business 🌟 Leadership 📊 Management 🚀 Self-improvement

Ever wonder why companies often believe their workplace culture is superior to others? 1. Internal Bias and Subjectivity: Organizations tend to foster a sense of pride in their culture, which can lead to a biased evaluation of their workplace environment. Leaders and employees may focus on positive aspects that align with their experiences, overlooking challenges or shortcomings. 2. Positive Reinforcement: Companies that prioritize workplace culture often implement practices that enhance employee satisfaction, such as recognition programs and team-building activities. These initiatives can create a positive feedback loop where employees feel valued and engaged, reinforcing the belief that their culture is superior. 3. Success Metrics: Companies may correlate positive business outcomes, such as high employee retention rates and productivity, with their workplace culture. When organizations experience success, they often attribute it to their culture, further solidifying the belief that it is better than that of competitors. 4. Lack of Comparative Data: Organizations may not have access to comprehensive data about the workplace cultures of other companies. Without external benchmarks, it becomes challenging to objectively assess their culture in relation to others, leading to a more favorable self-assessment. 5. Cultural Narratives: Companies often craft and promote narratives around their culture, emphasizing unique values, missions, and employee experiences. This storytelling can create a strong internal identity and foster a belief that their culture is distinctive and superior. 6. Leadership Influence: Leaders play a crucial role in shaping and communicating workplace culture. Their vision and beliefs about what constitutes a positive culture can heavily influence the organization’s perception of itself. If leaders emphasize certain cultural traits, employees may adopt these views, reinforcing the belief in their superiority. 7. Cultural Trends: Companies may align their workplace culture with current trends in employee engagement and well-being, adopting practices that are viewed positively in the broader business landscape. This alignment can lead to the belief that they are at the forefront of cultural excellence. 8. Lack of Awareness of Alternative Approaches: Without knowledge of anthropological approaches or other frameworks for understanding culture, companies may miss out on valuable insights into how to assess and improve their workplace environment. This lack of awareness can lead to an uncritical acceptance of their current culture as the best. In conclusion, while companies may genuinely believe in the superiority of their workplace culture, this belief is often shaped by internal biases, success metrics, and narrative constructions rather than an informed understanding of cultural dynamics. In my next post, we will look at anthropological approaches that could improve workplace culture! 😉 #Why workplace culture matters

Culture drives behavior, engagement, and performance. Discover why understanding your organization's culture is key to building a successful workplace. https://lnkd.in/efrHuwUg

Is a top-down or bottom-up approach more effective for lasting workplace culture change? In our experience: a combination of both is what *actually* transforms workplaces. Without both principled leadership from the top, and employee involvement from the bottom, culture change is ineffective. Introducing — Cultivating Workplace Culture: Unveiling Hidden the Roots, AKA a dual approach to culture change. Our White Paper introduces a holistic approach to organizational transformation that values employees as individuals, encourages open dialogue, and prioritizes care and empathy. In it, you’ll uncover: 1. Why you have to look beyond what you see when it comes to workplace culture 2. What creates toxic workplaces, and why culture change matters for the bottom line 3. How each approach, when used singularly, falls short 4. The critical features of top-down and bottom-up culture change that make each effective 5. The 5 action steps you can take to implement a dual approach to culture change 6. BONUS: a checklist for successful, human-centered leaders Those increased margins you’ve been looking for have been sitting in your employee’s hands all along – not to mention the shattered sales records, the long-standing respect, and the five-star reviews on Glassdoor. Ready to transform your organizational culture for sustainable success? Unlock the potential of your most valuable asset — your people — here: https://lnkd.in/g3X5gKmh