Human Resources Today

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Lexi Gordon

Talent and HR News Weekly Roundup: Creating the Best Company Culture

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Talent and HR News Weekly Roundup: Creating the Best Company Culture

Company culture is the foundation of a company. Every company has a culture even without trying. At its core, it's acceptable behavior in a given environment. What about being intentional about your culture though? Since it is so foundational, thinking about the type of culture you want to create is crucial. Here are some thoughts on creating the best company culture. 

1) Company Culture, The Engine that Fuels the Company from Your Own Brand

"A culture can generally be described as the practices and values that are shared by people within a certain group.  A company culture, then, is the shared practices and values of the employees within a certain company.  The culture within a company is very important because it can really help a company thrive, or break it down.  Companies that have good cultures that are lined up with their overall business goals will generally out perform competition.  In order to make the most of your own company’s culture, you need to figure out what culture you currently have, what you would like to have, and how you can make changes to improve it."

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Creating Buy-in for Your Ideas

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Creating Buy-in for Your Ideas

Have you ever been in a situation where you have said, “I told you so”? Those words include the thrill of being right (I for one live for these moments of being right!). But these words indicate that a person didn’t follow your advice. What good is that? Who cares if you were right, the person didn’t believe you enough to follow your recommended action, which resulted in the unfavorable outcome you predicted.

A mentor of mine shared this advice with me when I told him a story where I ended up being right about what would happen if someone didn’t follow my advice. He said the fault isn’t on the person for not following the advice, but rather on me for not being able to convince the person to take my advice. This really changed my mindset and approach when convincing people to believe me.

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Tips for Communicating to Employees During Change

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Tips for Communicating to Employees During Change

We often work with companies who are going through a state of change, and I’ve experienced many of these projects during my management consulting days. Organizational change is tricky, and very few companies are successful at it. In fact, a study done by Towers Watson found that only 25% of companies see long-term success from a change. The study cites communication as part of this failure – about two-thirds of senior managers and only about half of middle managers say they receive the messages.

In so many of the projects we work on, it always comes down to communication. And this makes sense – it’s such a part of human relationships. How many times have you found yourself in an argument with a significant other because of a break in communication? Or how many times have you left a meeting and thought you were all on the same page only to find out everyone had very different takeaways?

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Should I Leave My Job?

A few weeks ago, we talked about a better way to quit your job when you just can’t handle it, rather than making a scene or spectacle. Spectacles aside, what if the reason you leave isn’t necessarily because you can’t stand your current job? As I dig into my first few weeks at exaqueo, I can’t help but reflect on how I arrived here and share the knowledge I gained through my most recent job switch, and the question I asked myself: "Should I leave my job?"

I left my last few jobs for amazing opportunities, all in line with my personal goals. It was heart wrenching to go into the offices of those who mentored me…gave me every opportunity to learn and grow…and explain to them that I was leaving. I’ll never forget what the President of one of my former companies asked me after I shared with him that I was leaving to pursue a new opportunity – “is this something you are walking towards or walking away from?”

What an interesting question. I hadn’t thought about it that way. Of course, from his perspective, if this was a job I was walking away from, he wanted to know why, and if there was anything he could have done better to keep me there. I was lucky to have an employer who cared enough to ask. It takes a strong leader to put himself in this vulnerable position and be open to criticism of a company he built.

This question has a lot of power.

Marketers constantly try to get into the heads of their customers. Employers should be doing the same, and get into the heads of their employees. With employee engagement at an all time low (according to Gallup), this question should be something leaders and managers ask themselves from the perspective of their employees, well before they are faced with someone leaving. Is there anything about my company - or the way that I manage - that may cause a high performer to walk away and is within my control? Are there consistencies among staff sentiment around our culture that may have a negative impact that I can get ahead of?

Anticipating these needs is important since we all know it’s extremely expensive to ignore them (according to Fast Company, roughly $370 Billion to be exact). This is especially important in startup and high-growth companies where the business is always evolving.

Sometimes people leave because it’s just not a good fit, and that’s valuable information to know from an employer perspective, so the next new hire IS a good fit. And sometimes, an employee leaves because of an amazing opportunity, and there’s nothing you could have done. If you have to lose employees, those are the kinds you want to lose.

As for me, joining exaqueo was something I walked (leaped!) towards. I’m very excited to join the team and contribute to this growing, inspiring company.

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Lexi Gordon is a Lead Consultant for exaqueo, a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

 

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exaqueo is growing!

When we started exaqueo at the end of 2011, the goal was to rethink the way we value employees. When companies wait until they get too big to create a culture and hire to that culture, disengagement ensues. We're passionate about helping startup and high-growth companies and pleased to grow our team of consultants doing just that. This week, we welcome consultant Lexi Gordon to our team here in snowy, Washington, DC. Lexi's background in consulting, culture and brand is the perfect addition to our growing team. Most recently, Lexi was a consultant with The Clearing, a culture and change management strategy consulting firm. She now turns her expertise and attention to startup and high-growth clients here at exaqueo and joins our awesome team.

Lexi will be taking a project management role with many of our clients. Say hello and welcome her to the team!

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exaqueo is growing!

When we started exaqueo at the end of 2011, the goal was to rethink the way we value employees. When companies wait until they get too big to create a culture and hire to that culture, disengagement ensues. We're passionate about helping startup and high-growth companies and pleased to grow our team of consultants doing just that. This week, we welcome consultant Lexi Gordon to our team here in snowy, Washington, DC. Lexi's background in consulting, culture and brand is the perfect addition to our growing team. Most recently, Lexi was a consultant with The Clearing, a culture and change management strategy consulting firm. She now turns her expertise and attention to startup and high-growth clients here at exaqueo and joins our awesome team.

Lexi will be taking a project management role with many of our clients. Say hello and welcome her to the team!

Comment

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exaqueo is growing!

When we started exaqueo at the end of 2011, the goal was to rethink the way we value employees. When companies wait until they get too big to create a culture and hire to that culture, disengagement ensues. We're passionate about helping startup and high-growth companies and pleased to grow our team of consultants doing just that. This week, we welcome consultant Lexi Gordon to our team here in snowy, Washington, DC. Lexi's background in consulting, culture and brand is the perfect addition to our growing team. Most recently, Lexi was a consultant with The Clearing, a culture and change management strategy consulting firm. She now turns her expertise and attention to startup and high-growth clients here at exaqueo and joins our awesome team.

Lexi will be taking a project management role with many of our clients. Say hello and welcome her to the team!

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