Normalizing communication about culture and putting that information to work can help organizations improve their retention rates.
Many years ago, my son's favourite book was "Manners Matter". I must have read it 300+ times. I think I had it memorized. Perhaps that's a good thing, because today many of our workplaces need a lesson in civility.
Are you winning with your company culture? Most organizations are trying to lead the way in this area, but it can be difficult to know how to invest your time and financial resources. What practices will drive engagement, quality, production and profit? And what are fads that may create a positive indicator in the beginning but have a short shelf life?
“Because I’m a people person.” I will never forget my college professor telling our class that this was the worst answer to the interview question “why did you get into HR?” She was right, of course. However, over recent months I’ve heard many HR horror stories that make me wonder if some HR professionals need to re-visit their roots.
One of the biggest challenges of designing a workshop, a class or program is determining how best to help people transfer the skills and tools they acquired into their jobs. I read recently that if you give students approximately 15 minutes to reflect and write about what they have learned at the end of your training day the odds of transfer increase by 25% or more. Outside of the classroom, I believe there is great possibility to apply this principle as well.