Looking to supercharge your team's performance and create a thriving corporate culture? Partnering with Panda People can help you achieve just that! 🌟 With our comprehensive perk packages, you can: - Motivate employees to be more engaged in their roles. - Boost productivity and efficiency. - Cultivate a culture of positive recognition. - Enhance morale and build a desirable corporate atmosphere. - Reduce staff turnover and absenteeism. - Keep your teams motivated and engaged. - Stand out from the competition with an exceptional workforce. Discover the power of a motivated and engaged workforce that goes above and beyond!

If the ol’ panny d has taught us anything, it’s that there really is no substitute for getting your team together. For leaders within our company, whose only previous connection with their colleagues is a slack profile pic, the experience is invaluable. The output and collaboration from the meeting is so much more authentic and beneficial. You can’t beat the pre and post meeting conversations or effectively replicate the breakout sessions when using video conferencing. Plus there’s snacks. I encourage you to make sure old habits die with the pandemic. Get together. Forget about the travel costs. Consider the immeasurable benefits of getting your whole team together in person.

When You Start a New Job, Pay Attention to These 5 Aspects of Company Culture

“Coming to terms” with something doesn’t simply mean the acceptance of, or adjustment to, something unwanted, unexpected, or unpleasant. In the literary sense, Adler and Van Doren explain in their book, appropriately named “How to Read a Book,” that “a term is a word used unambiguously.” They continue by saying “When there is ambiguity in the communication of knowledge, all that is in common are the words … (but) for the communication to be successfully completed… it is necessary for the two parties to use the same words with the same meanings- in short, to come to terms.” This article gives great examples of thoughtful and insightful questions that can help the reader come to terms with the culture of a current or prospective workplace. It shows the importance of conversational awareness and acknowledging there may be differing perspectives; what works well in one environment may not be successful in another. They say, “Spend the time identifying the behaviors and skills that express each of your organizational values. For example, if I saw someone exemplifying the value of “teamwork,” what would she be doing? What would she not be doing? One organization might identify teamwork behavior as “collaborates effectively through helping others.” Another might interpret a teamwork behavior as “collaborates effectively through encouraging productive disagreements.” Both can be done, but which behavior is expected and encouraged at one company vs. another?” There is no one correct company culture, but this article might help you to find your fit, where you thrive, a little bit easier.

Let's focus on your company's culture... Do you believe that your work contributes meaningfully to the overall goals and mission of the company? How would you rate the level of collaboration and teamwork among your colleagues? To what extent do you feel recognized and appreciated for your contributions within the company? How satisfied are you with the opportunities for professional growth and development provided by the company? A positive company culture offers numerous benefits that can significantly impact both employees and the organization as a whole.

A great perspective to enhance the value of time through right behaviours.Because values-->behaviours --->results and employees are the assets of any organisation.

Actions > Values. "There are three elements to a culture: behaviors, systems, and practices, all guided by an overarching set of values. A great culture is what you get when all three of these are aligned, and line up with the organization’s espoused values." Having great values is only the first step. How do you put them to practice ?

Employees also need clarity, but of a different kind. Every employee I have managed would give up their so-called perks for one thing: clear expectations. Given your organizational values, which behaviors consistently get rewarded? Which behaviors lead to promotion? Spend the time identifying the behaviors and skills that express each of your organizational values. For example, if I saw someone exemplifying the value of “teamwork,” what would she be doing? What would she not be doing? One organization might identify teamwork behavior as “collaborates effectively through helping others.” Another might interpret a teamwork behavior as “collaborates effectively through encouraging productive disagreements.” Both can be done, but which behavior is expected and encouraged at one company vs. another?

Why Great Employees Leave “Great Cultures” 💡What I take away? “An effective organizational culture relies on the alignment between behaviors, systems, and practices guided by core values. Leaders must embody these values through their actions, and practices must constantly evolve to support this culture.” #Culture

Companies often pride themselves on cultivating a "great culture," offering perks like flexible hours, team-building activities, and a fun work environment. Yet, despite these efforts, many talented employees still choose to leave. So why do great employees leave what seems to be a thriving workplace? The answer often lies deeper than surface-level perks. Understanding these reasons is crucial for retaining top talent and fostering a culture supporting growth and fulfillment. Read tips from the Harvard Business Review on how to review systems and practices in your company Follow us on Linkedin  https://lnkd.in/eSpZaxq  Build Your Team, Build Your Future #employeeretention #workplaceculture #companyculture #theteambuilders