Roxanna Flores’ Post

Core values aren't just a nice thing to stick on the wall in the office. They are the blood pumping around the veins of your company and the driving force for your employees. Without them, why should anybody care about your business? Roxanna Flores, a guest on this week's episode of Hire Learning and Chief People + Culture Officer at The Messenger, breaks down the three pillars her organization stands on: 1. Courage through tough times 2. Clarity of purpose 3. Fostering diversity What sticks out to me is that NONE of these are fluffy. Because if you want your employees to LIVE by your values, they have to be REAL. They have to hit home. Give your people a sense of purpose beyond a paycheck. And remember to check out the rest of the episode for more incredible insights from my guest! 🔗Link in comments.

At any organization, culture dynamics play an important role in finding who works best with your team. What’s the most unique part about your organization’s culture? Comment below! Brand new episode of PIM with Chris Dreyer and Corey Quinn 🎯 out this Thursday.

During the onboarding process, it's crucial to provide applicants with a realistic perspective, empowering them to make informed decisions about accepting the position. Tune in to Episode 11 to gain valuable insights from Shinn Teo, Associate Director for Alumni and Careers, as she shares practical and eye-opening practices that companies should prioritize. Listen to this episode today. https://lnkd.in/gZC2KCpn Secure your copy of 'Leaders People Love' at leaderspeoplelove.com. Get yours now. #leaderspeoplelove #ChuenChuenYeo #careers #empathy

Culture is show, not tell. —Jason Fried Lots of companies talk about building a positive company culture, but their actions say otherwise. What examples of good —or bad— company culture practices have you noticed around you? Watch the full episode: https://lnkd.in/eFbuaYD9

I am all about keeping things simple AND involving the entire team in every aspect of defining your company values and therefore your overall culture. There is nothing and I mean nothing more powerful than hearing employees at ALL levels not only define what each core value means to them personally but give examples of how it does or should show up at work. Stop overcomplicating and start asking simpler questions - inquiring minds, get answers and deeper clarity of expectations of what right looks like on your teams and throughout your workplace culture. It doesn't matter if you are all in person, all remote or hybrid on the in between. Take 5 minutes and listen to some quick and easy tips to do just that on today's 557th episode of #YourMorningCommute #culturematters #cultureplaybook #culturenorms #teamwork #thisishowwedoit https://lnkd.in/gf6CPWPd

Culture. You’ve heard the word a million times. But what is it really and how can we influence the culture of our teams and our clients? In this episode, Stephanie dives in to learn more about culture with Dr. Marcus Collins, author of “For the Culture: The Power Behind What We Buy, What We Do; and Who We Want to Be.” https://hubs.ly/Q02rRjpr0

If you aren't setting clear expectations, your Gen Z staff just might leave. According to data from the YoPro Know, a consulting firm that helps businesses attract and retain young professionals, the number one reason young professionals leave a job is related to communication and expectations. So how can we - in L&D - help set clear expectations for our teams and in turn, increase staff retention? Learning for Good host Heather Burright is sharing three ways in this week's episode of Learning for Good. In episode 60, we explore: ▶️ How Learning and Development is related to staff retention ▶️ Using a competency model to define expectations ▶️ Developing people managers ▶️ Building relationships and trust It's a short, value-packed episode. We can't wait for you to listen. Tune in or read the recap here: https://lnkd.in/gDYjwCca #EmployeeRetention #HumanResources #PeopleAndCulture #GenZ

Brett and I know: Too much culture is barely enough. But is too much of yourself too much when you turn up for work? Find out on the latest episode of 𝙏𝙬𝙤 𝘾𝙝𝙖𝙥𝙨 – 𝙈𝙖𝙣𝙮 𝘾𝙪𝙡𝙩𝙪𝙧𝙚𝙨. Watch the full episode here: https://lnkd.in/dkXi5Cn4 If you want your organization to minimize the operational risk that unmanaged culture poses to your business, start here: https://lnkd.in/dXGNsqEX 👉🏽 The Culture Mastery

How do you personally and professionally define culture? Let us know👇🏼 On one of our powered by people episodes, Ben asked Gemma Lee what her definition of culture would be. "Culture is a combination of people, their behaviours and what they do. In which case you can't really dictate that, shape it or manipulate it" Watch the full episode here 👉🏼 https://hubs.ly/Q02h9yCN0 #culture #businessgoals

What behaviors are you tolerating from your team that may be harmful to your company culture? Scott Springer shares that the worst behavior you tolerate is what defines culture, "not the rules." Your lowest accepted standards define the bottom end of your performance bell curve. To improve this, Scott suggests inching that curve to the right by continuously raising expectations over time. Gain momentum slowly but steadily. The idea is simple but the result is profound. By making incremental increases to raise the bar, you create a culture of excellence. Check out the full episode available now to learn more of Scott's strategies!