Uber’s Darwinian Culture

There are many reasons to why a work culture can be disappointing mostly it starts at the top management down to the bottom. Uber is an example of a corporate with a lot of room for work culture improvement.  It has been in the news for this very reason.  “Yet the focus on pushing for the best result has also fueled what current and former Uber employees describe as a Hobbesian environment at the company, in which workers are sometimes pitted against one another and where a blind eye is turned to infractions from top performers.” Major factors are leadership, nature of business, company values, policies, work ambience, recruitment and… Read More

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Empowering Forms of Recognition

Everyone wants to be recognized. It’s a great feeling. It’s one of those feelings that motivates us to work harder. It probably shouldn’t be our primary source of motivation, but it is definitely a great support to our motivation. It gives us that little “oomph” when things become difficult. For recognition to be empowering, we need to consider how and what it means to the receiver. There are two forms of recognition: affirmation and appreciation. Affirmation & Appreciation Affirmation is letting you know that you are on the right track, or that the work you have done was done well, or that you have achieved a skill. Today my kids… Read More

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Engaging Employees through Transparency

Employer’s do not realize that Transparency is an overlooked value, yet it leads to increased Motivation and Engagement in the company’s culture. Unfortunately, transparency has no metric.  There is no value to increase.  It is a perception of the employee community. A corporate culture can be said to have transparency if the employees can answer two questions: What is our current health and how am I contributing to it? What is our vision and how am I contributing to it? Corporate health predominantly refers to finances. An awareness of the financial health of an organization is paramount to transparency. At the same time, corporate health extends just beyond finances.  It… Read More

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A Work Culture that builds Team Cohesion

A Work Culture that builds Team Cohesion

As you know, cohesion has to do with sticking together, but it is not simply being stuck together.  Team cohesion can be defined as the broad set of attributes that allow a team to be productive within itself and within it’s organizational community. Cohesion occurs when the sticking together leads to a united whole. For example, a chair has cohesive parts because the wood pieces stick to each other in a way which constructs the united whole, the chair.  If the parts stuck together in a way which did not form the chair, it is not cohesive. In the same way, in a functional organization, each part, each team, needs… Read More

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Three Keys to Translating CSR into Employee Engagement

Three Keys to Translating CSR into Employee Engagement

Corporate social responsibility has become a catch-phrase in the philanthropic world.  The perception of CSR departments is that the corporate is looking to dump money on whichever NGO applies first. However, many corporates have built extensive internal structures to ensure that their CSR initiatives serve a greater purpose than just satisfying the government and PR requirements. One purpose corporates embrace is that CSR can directly translate into employee engagement.  Sometimes, this is easier said than done. Three Keys that Reinvent CSR for Employee Engagement In and of itself, CSR does little for employee engagement.  While it strengthens the relationship between the corporate and the society, the employee is left out… Read More

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Little Things Improve Employee Engagement

Simple Ways that Little Things can Impact Employee Engagement

It is the little things that makes a huge difference, which means addressing concerns of Employees and Not Job-related tasks. Here are some hacks to make the best of employee engagement tools and techniques: 1. Begin engagement from the bottom Some articles around the web will tell you that employee engagement begins from the top. But here is a golden rule because of which this is not the most efficient way – The farther the proximity from the top management, the most vulnerable the employees are for dis-engagement. This is why, when you think about engagement, start from ground level employees with the intention of making them feel closer to the… Read More

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