What happens when people-first policies run up against the demands of a profit-centered world?
Is it unrealistic to believe that companies can value culture as highly as they value sales? Or is it fantasy?
Today we sit down with Catrin Lewis, a renowned author and workforce expert who has embraced that very idea. We discuss her work, her views on workplace culture, and her acclaimed books about unicorns, vultures, and the very real power of employee engagement.
Learn more about Catrin here: https://tenzing.pe/about-us/meet-the-team/catrin-lewis/
*Some companies call them "Hero Awards." Others call them "Hugs." We call them Kudos. It is a written and public recognition of a colleague for something they have contributed to the team.
A Kudo is not just given from the top down, but peer-to-peer and bottom-up, across departments and organizations. Anyone can recognize someone else's work. It's a way to break down hierarchical limitations and to encourage everyone to offer instant positive feedback.
In the Management 3.0 Web Shop, you can find a box with 400 colorful appreciation cards in eight different designs and in multiple languages. Browse now at www.management30.com/shop
For more happiness, visit https://management30.com
In the wake of the pandemic, many wondered if the radical workplace changes we saw would last, or if they would fade away as the world returned to normal. Now, three years on, we know for certain – many of these changes are here to stay.
Employees and organizations have new priorities, new values, and a stronger sense of what they’re looking for in a workplace. Workers want more freedom, more organizational trust, and fair benefits and compensation.
Today we chat with WriterArmy founder Sully Chaudhary, who has been embracing those ideals for the past decade, working to build a culture, an environment, and an engaging virtual office that allows team members to thrive from anywhere in the world.
Learn more about WriterArmy here: https://writerarmy.com/about/
In a post-pandemic world, workers want to retain their flexibility and have the best of both worlds: an office to meet and collaborate in, and the freedom to work remotely. The new norm is "hybrid," but what does this mean in practice? What are the challenges and opportunities of this form of working, and how can leaders rethink collaboration formats and decision-making?
To answer these and many more questions, we have created a module on remote and hybrid collaboration. To learn more and find upcoming workshop dates, visit www.management30.com/module.
For more happiness, visit www.Management30.com
The world’s largest trial of the four-day work week was recently conducted in the UK. And the results were hard to ignore. Many participants said that “no amount of money” could get them to go back to the way things were.
Today we sit down with Juan Gutiérrez Plaza, an executive with the London-based company Scoro, which has fully and successfully adopted a four-day workweek. We talk about its implementation, its impacts on employee happiness and productivity, and Plaza's recommendations for other leaders who are considering the move from five days to four.
We also discuss some additional Scoro intiatives, which are providing employees with more choice, agency, and flexibility in their careers.
Learn more about Juan and Scoro here: https://www.scoro.com/blog/life-at-scoro-interview-with-vp-of-engineering-juan-gutierrez-plaza/
In a post-pandemic world, workers want to retain their flexibility and have the best of both worlds: an office to meet and collaborate in, and the freedom to work remotely. The new norm is "hybrid," but what does this mean in practice? What are the challenges and opportunities of this form of working, and how can leaders rethink collaboration formats and decision-making? To answer these and many more questions, we have created a module on remote and hybrid collaboration.
To learn more and find upcoming workshop dates, visit www.management30.com/module.
For more happiness, visit www.Management30.com