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Scoop.it!
Each culture has different tactics and unique qualities. But, universally, culture is about the employees and making sure they have a fun and productive working environment. 
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Scoop.it!
Problems in your culture could affect the ability to recruit great employees.
Barry Deutsch's insight:
Interesting warning signs about culture problems - particularly as they affect trying to recruit great employees. I've found the point about not knowing where they fit into the larger vision/mission, and what your expectations are for them - are two of the primary reasons great people turn offers down. Is it time to evaluate whether some of the folks you involve in the interview process are given off these toxic vibes?
Scoop.it!
From
tsss
“If the company doesn’t have a codified culture, employees and managers will manifest whatever culture they’ve learned in the past and are coming in with,”
Barry Deutsch's insight:
Do you have a codified definition of your culture that includes a values statement - with consequences/recognition wrapped around it? Interesting article by the CEO of LinkedIn about culture. Good quote "“If the company doesn’t have a codified culture, employees and managers will manifest whatever culture they’ve learned in the past and are coming in with." This was pretty Pat Murray's comment on culture 25 years ago when I saw him present in my Vistage Group. Where do you stand on codifying your culture?
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Scoop.it!
At Disney, the orientation process begins the moment an applicant walks into the Casting Center. From the door knobs on the front of the building, to the murals leading down the hall into the recruiting areas, candidates find themselves immersed in Disney culture early on in their hiring process, even before they are trained!
Barry Deutsch's insight:
An effective on-boarding program includes a training program similar to this article by the Disney Institute. So many advantages from Day One training. Culture integration, team building, excitement, and preparation for success. Do you prepare a formal training program - whether it's one week, one month, or the first 90 days - for every employee that you hire?
Scoop.it!
The right cultural foundation and the right priorities now could help your organization realize significant performance improvements. It might also deliver some of your strongest value propositions that can place you decisively above the competition. Read on to learn more.
Barry Deutsch's insight:
I've been curating a lot of articles recently on culture, vision, values, mission, and retention - and how they are all related. Now in an article in Forbes comes some validation of the link between the idea of defining your culture (possibly improving it) and outcomes/results. How well defined is your culture - have you benchmarked yourself against your closest competitors for who has the more engaging, positive, and attractive culture?
Scoop.it!
If you run a team or business, your employees could be mentally checking out because you haven't created a company culture centered around your goals.
Barry Deutsch's insight:
In a Forbes article, it was pointed out that 48% of all employees don't like their jobs. The author in this article talks about the underlying cause being a lack of communication on a variety levels by the CEO and executive team. What are you doing to improve communication aimed to improving engagement, and reinforcement of your culture and values?
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The core idea behind this article is that it is important to get more employees to exhibit "discretionary effort" - proactivity, initiative, anticipatory behavior. It's about doing more than you are asked to do, going beyond the rock-bottom performance level we'll tolerate and and allow you to keep your job. What's one of the key elements behind discretionary effort - a great culture that engages employees. Where do you stand on making your culture GREAT?