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Scoop.it!
From
hbr
“We have a great culture.” We have all heard it. We have all said it. But what does that mean? Ping-Pong tables, free meals, and beer on tap? No. 
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Scoop.it!
A recent article from The Times shined a spotlight on the seemingly perennial problem of low productivity facing UK Plc, and how proper management training can help
Barry Deutsch's insight:
I loved this article headline. Do you have managers in your organization who were great "doers" - thus you promoted them to oversee other "doers"? The problem is that they are "accidental managers" and are draining your productivity, not to mention a number of other terrible ills they inflict upon your organization. What are you doing about fixing the problem of accidental managers - folks you are supervising the bulk of your employees and have no right to be in a managerial role?
Scoop.it!
The fixation on “culture fit” might be steering us wrong on both sides of the hiring table.
Barry Deutsch's insight:
Opposing view of the argument to work on your culture. The author suggests that perhaps all the work on "culture" is over-rated and harmful. Do you hold this same view? Do you think the obsession with creating a better culture has negative effects?
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Scoop.it!
It's never too late to become the leader who takes your company to the top.
Barry Deutsch's insight:
My take on this article was that the CEO and other executives drive the culture of their company through their actions - not so much in the things they publish or announcements they make.
My favorite line is along the dimensions of you get what you tolerate.
Scoop.it!
We've rounded up tips and tactics for building employee retention and fostering a happy workplace that makes people want to stick with you.
Barry Deutsch's insight:
Great article on Mashable about keeping employees happy. How many studies have you read over the last 4-5 years that talks about the importance of feedback - yet nothing has really changed.
Scoop.it!
From
linkis
To most of us, the phrase Work that Matters infers job satisfaction. Our intended outcome is a workplace culture characterized by lower stress, lower turnover, an
Barry Deutsch's insight:
A large part of employee engagement and satisfaction is work that matters - employees derive a high value from what they do. Do you look closely at these issues for all jobs - particularly those on the front line?
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Good summary on issues related to culture, including observation of executives and managers in the execution of values. Perhaps, most importantly was the comment about employees wanting to know what's expected of them - which is now amplified exponentially given that most of the work force is at home "out of sight/out of mind".
Fear and uncertainty will cause your best performers to leave your organization - they'll find jobs instantly no matter what is happening in the economy. You'll be left with average and mediocre employees unless you being to start taking action now on your culture.