Let's Shake Up Corporate Culture!
As we move further into 2024, I wanted to share my thoughts on some corporate culture trends. As an HR professional who's been around the block once or twice, I think it's time we shake things up a bit.
Here's my take on 10 corporate practices that need to go, and why:
1. Micromanagement:
This kills creativity and morale. Instead, let's foster a culture of trust and autonomy. When employees feel trusted, they're more likely to take initiative and innovate. Micromanaging is wasted energy that can be used elsewhere and in a more productive manner. It frees up managers to focus on strategic tasks rather than nitpicking details.
2. Mandatory Return to Office:
The pandemic proved that remote work can be incredibly effective. It may not be for everyone, but a flexible approach that combines in-office and remote options often leads to happier, more productive employees. It's about results, not where the work happens.
3. Glorifying Overworking:
Long hours don't equal productivity. In fact, they often lead to burnout and decreased efficiency. We should celebrate work-life balance and focus on output rather than hours logged. Encourage employees to take vacation, use PTO, disconnect and recharge – it's better for them AND the company in the long run.
4. Expecting Staff to be Available 24/7:
This is a hot topic, and it blurs the lines between work and personal life, leading to stress and burnout. Clear boundaries and respecting off-hours are important for employee wellbeing and retention. Let's promote a culture where it's ok to unplug after work hours. And remember, in some provinces there’s legislation to address this issue so make sure you are compliant.
5. Meetings that Could Have Been Emails:
Time is a precious resource and something that you can never get back. Lengthy meetings are unnecessary and they drain productivity and morale. We should learn to be more intentional about when we schedule meetings and we should look at ways to share information without needing everyone to be available at the same time. This could mean using tools like email, chat apps, or shared documents that people can check and respond to when it fits their schedule. This means more flexible communication and will reduce the need for real-time meetings.
6. Unsympathetic Layoffs:
If downsizing is necessary, it should be done with empathy and support. Treat people with respect and allow them to leave with dignity. Offer career transition services, provide generous notice periods, and maintain open communication. How you handle layoffs and terminations speaks volumes about your company culture. I highly recommend you work with an HR professional in these situations. You’ll be glad you did!
7. Not Disclosing Salary Ranges in Job Postings:
Salary transparency is becoming increasingly important and in some cases it’s now the law. It saves time for both employers and candidates, promotes pay equity, and builds trust. Let's be upfront about compensation from the start without playing the guessing game.
8. Viewing Employment Gaps as Red Flags:
Life happens for everyone – whether it's caring for family, dealing with personal health issues, or pursuing other passions or hobbies. We should focus on candidates' skills, their potential, and what they can bring to the role now, rather than obsessing over the gaps in their resume. Experience and skills are not forgotten – it’s like riding a bike!
9. More than 3 Rounds of Job Interviews:
Lengthy interview processes are unnecessary and draining for candidates. Streamline your hiring process to respect candidates' time and energy. If you can't decide on a candidate after three rounds of interviews/meetings, it's time to reassess your hiring criteria. It’s that simple.
10. Ghosting Candidates:
This practice is totally unprofessional and damages your employer brand. It’s happened to me a few times and let me tell you, I’m not impressed with the people I spoke with nor the company they represent. You must commit to clear communication throughout the hiring process, even if it's just a quick email to say "no thanks." People always remember how they were treated and word spreads fast. Your company's reputation is at stake!
Do you agree? Do any of these stand out for you? What would you add to this list?
I’d love to hear from you and see how these cultural shifts might benefit your company and answer any questions you might have.
My philosophy is, and always will be, to treat people like you would like to be treated :)
No jargon.
No fuss.
Just straightforward advice to keep your people happy and your business thriving.
Remember, I'm here to help you navigate the sometimes tricky world of HR.
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