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Re: Culture at your company

Postby mo-i » March 19th, 2018, 12:44 pm

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Great first post Michael Roberts!

Inspiring thread. Will post some deeper thoughts with more time in my Bands.

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Re: Culture at your company

Postby yo » March 19th, 2018, 12:53 pm

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When I first read this at a quick glance I thought it said "Clutter at your company" ... this also can be a problem :lol:

Re: Culture at your company

Postby AndyMc » March 26th, 2018, 6:04 am

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yo wrote:When I first read this at a quick glance I thought it said "Clutter at your company" ... this also can be a problem :lol:


Clutter is never a problem! Just don't try to find anything on my desk.

ralphzoontjens wrote:One of the things important is that, next to a good and productive group atmosphere, the company never loses track of individual goals and wishes of people in the company. In the end, it is great management/coaching setting up occasional one-on-one meetings that does this. People need a way to develop and exploit their talents and if it can be done in a work environment, all the better!


I think that this is very important. One of the least productive things I have experienced is a workplace that doesn't care about the development of their employees. The company should always be aware that most employees are there for more than a salary, and to nurture this for their mutual benefit. Happy employees are hard-working employees.

Re: Culture at your company

Postby yo » March 27th, 2018, 9:13 am

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AndyMc wrote:The company should always be aware that most employees are there for more than a salary, and to nurture this for their mutual benefit. Happy employees are hard-working employees.


I totally agree, and on the flip side the employee has to meet the company half way. An easy topic is to talk about the company’s role in attracting and retaining talent. Less talked about is the employees’ role in making sure this is a place they really want to spend time, and the company’s duty to remove poor fits who damage the team dynamic. I’ll give you an example, at a previous company I had a very unhappy employee. I was her director and I tried everything in my power to make her work life better; rearranging projects, workflow, schedule. Her demeanor was so poor that it had a negative effect on the entire team, but she was talented and skilled so I was trying to work it out. In one of our monthly one on one check ins she told me that it didn’t matter what I did, who she reported to, or what the projects were, she just hated the company. I went to HR and got her a severents package. Once I knew for certain there was no way for her to improve, the right thing for the culture was to get her to move on. Not a fun thing to do, but as a boss not all of life is arranging fun offsites and presenting to execs. A lot of it is making really tough calls where you are not sure if you are doing the right thing until after.

Re: Culture at your company

Postby iab » March 27th, 2018, 9:29 am


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I agree with yo, it is a two-way street. A company should invest in their employees to make them up to date and more efficient. My apologies to equating them to equipment, but if you aren't using Windows 95, why wouldn't you want an employee trained to the latest and greatest out in the world? There also needs to be a wifm for the company too. Why would you train an employee who wants to learn C++ but the company has no application for it?

That said, it gets hard when the company claims culture A, but in reality, culture B is what is in place. In that case, I would work for a severance for an employee who was "misled". On the other hand, if the employee is expecting something other than advertised, I have no problem showing them the door.

Re: Culture at your company

Postby Azrehan » March 29th, 2018, 12:56 am

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We have a pizza oven, great garden, no dress code, friday pub lunches and a drinks cart. A good coffee machine we can hit up any time and a full fruit bowl at all times. No "why were you late?", "that was a long lunch", "where were you/where are you going?" like I've had in every other job.

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