New year, same culture? Most companies want to have a culture that's engaging, attractive and aligned with their business. But they don't know how. If you want to jumpstart your cuture in 2015, get started with some motivation and guidance. This week's Roundup will help get you in the groove.
1) 12 Ways Millennials Will Change Company Culture in 2015 from Under 30 CEO
"How will company culture continue to change in the next two years as more Millennials make their way up the ladder? Millennials are a hyperconnected generation and are growing more accustomed to working from home or remotely, placing less emphasis on physical presence in an office. We’re going to see time tracking and invoicing tools become essential for companies as they focus on results and productivity, but in a place or at a time of their own choosing."
"Generically, it’s relatively easy to identify and promulgate principles for tasks you execute as an individual, e.g., how you build a financial model or speak a foreign language. It’s harder but possible to educate people in how to manage others. It’s dramatically harder for an organization to identify and promulgate principles for interpersonal relations, e.g., how to interact in a meeting. That’s one of the hardest things that Bridgewater is trying to do.
3) How Citibank’s Culture Allowed Corruption to Thrive from Kellogg Insight
"Four years after receiving more bailout dollars than any other U.S. bank during the financial crisis, Citi defrauded the Federal Housing Administration. Citi admitted to breaking FHA rules, certifying thousands of unqualified mortgages for FHA insurance, and paid a $158.3 million settlement after CitiMortgage whistle-blower Sherry Hunt filed a false claims suit. When Adam Waytz, an assistant professor of management and organizations at the Kellogg School, delved into Hunt’s story, he wondered: How could Citi have prevented this chain of events?"
4) 9 tips to avoid a toxic company culture of office politics from Mashable
"Trust has degrees, of course, and I'm not saying that new hires should be trusted with the whole business. However, many companies get into a mode where the default attitude toward the average worker is one of distrust. You have the higher-ups and managers who are trusted and given autonomy, and the "everyone else" category, which isn't really in the club. People don't want to be in this latter category and will do all kinds of nasty things to lift themselves out of it."
Susan LaMotte is the founder of exaqueo, a workforce consultancy that helps companies build 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.