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Few employees chose their jobs based on the company's culture, and it may be one reason most of them will call it quits after a short time. The workplace culture enormously influences not just employees' job satisfaction and productivity, but it also influences how they feel about their lives in general. 

These days, more companies are starting to recognize the power of culture, and are working hard to create intentional work cultures which will benefit both the businesses and those who work for them. 

WHAT IS AN INTENTIONAL WORK CULTURE?

Just like any other group, a business has its own culture or unique ways of doing things. Workplace culture colors every aspect of how a company operates from decision making to interior design. 

The culture of a business often evolves without any direct attempts to cultivate a particular framework of values and beliefs. While this natural approach may, on occasion, work at smaller companies where the majority of the staff members share similar mindsets, it typically fails to work in larger, more diverse workforces. 

Creating an intentional culture at a company means actively looking for ways to promote who the company is, and what it stands for, to all staff members. 

Just like any other group, a business has its own culture or unique ways of doing things. Workplace culture colors every aspect of how a company operates from decision making to interior design.

CREATING AND MAINTAINING WORK CULTURE

It takes a lot of planning and effort to create a workplace culture, but it will truly benefit your business. Here are three steps to help you form and build your corporate culture. 

Define your ideal culture. Before you can promote the culture, you must be able to define it. Spend some time to brainstorm what really matters in your business. It is a good idea to include as many members of your staff in this process since it will make it easier get them on board later. 

Provide feedback. Be sure your definition of culture extends to address how coworkers interact with each other, especially when it comes to feedback. Giving and receiving feedback in a positive way is an important part of running a successful business. Unfortunately, instead of being a useful tool, feedback is often the of stress and resentment among co-workers. 

Develop a way to recognize employees. There is a reason teachers give out gold stars — people love to feel someone appreciates all the good work they do. Come up with a way to recognize employees who are stellar examples of workers who embody your company culture. There are several ways to do this. Consider starting an Employee of the Month incentive or hosting an end-of-the-year awards dinner. 

Are you still wondering what is the best way to reward your outstanding employees? GLS Group, Inc. can help. We offer a wide range of branded merchandise for recognition award programs, incentive programs, and awards. Call us today at 800-955-9435 to speak with a customer representative.

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By Admin
May 10, 2018 Category: Company Culture, Employee Recognition

Few employees chose their jobs based on the companysculture, and it may be one reason most of themwill call it quits after a short time. The workplace cultureenormously influencesnot just employees job satisfaction andproductivity, but it also influences how they feel about their livesin general. These days, morecompanies are starting to recognize the power of culture, andare working hard to createintentional work cultures which will benefit both the businesses and those who work for them. WHAT IS AN INTENTIONAL WORK CULTURE? Just like any other group, abusinesshasits owncultureor unique ways of doing things. Workplace culture colors every aspect of how a company operates from decision making to interior design. The culture of a business often evolves without anydirect attempts to cultivate aparticular framework ofvalues and beliefs. While this natural approach may, on occasion,work at smaller companies wherethe majority ofthestaff members share similar mindsets, it typically fails

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Workers often think of receivingfeedback from the boss as anegative experience. And although supervisors are well aware of the benefits constructive feedback can have on employees, they are hesitant to offer it in the workplace due to their fear of how employees will respond. This is a shame because when management uses feedback correctly, it is a great tool to improve connections among staff members and to build trust throughout the entire company. HOW TO GIVE MEANINGFUL FEEDBACK WITHOUT ALIENATING TEAM MEMBERS Supervisors can improve their feedback and without hurting their working relationships with staff members by following a few guidelines. Show you care about the employee.No one respects a person who doesnt genuinely care about them. It is critical to approach the process of giving feedback as an opportunity for the worker to improve themselves and make their job easier and more effective. If possible, avoid giving the employee a score, and focus the feedback on identifying

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