Tag Archive | "corporate culture"

After several years at a job, it’s common for people to contemplate a new position within their organization, leave the company for something new or even strike out on their own to try their hand in an entrepreneurial stint. The reasons for their changes often include dissatisfaction with the current organizational culture, lack of promotion, a desire to contribute in a more meaningful way and find opportunities to fully optimize their knowledge and skills. At some point in our careers, the questions invariably come up: “Now, what do I really want to do?” and “Is this it?”

In the NFL, like computer programming or other high tech, high growth industries, there’s a limited talent pool of qualified candidates and individual performances are key to determining winners and losers. Of course, the NFL has a salary cap, which ensures parity, but there’s no such protection for payrolls; if you can’t show candidates the money, you’ve got to show them something special.

There’s a perfect storm brewing in Vegas, and I’m not talking about the weather. It’s supposed to be in the 90s and sunny during this week’s HR Technology and HR Evolution events. Selling that climate (and the sponsored parties, swag, expensed meals, etc.) to decision makers isn’t hard. The real forecast, however, that they should be concerned with is the intersection of talent communities and company workplace culture.

As some of the best and brightest minds in talent acquisition and social media, HREvolution presents a unique opportunity to drive real collaboration – and real results – for a real employer. #TChat is excited to be partnering with National Public Radio (NPR) to present a business case – and strategy – for developing and sustaining talent communities and putting best practices into practice in the HR trenches. So roll up your sleeves and put on your thinking caps.

In my last post, we took a look at the whys of workplace flexibility and its increasing value to American workers; according to the National Study of the Changing Workforce, 87% of employees report having workplace flexibility would be extremely or very important if they were looking for a new job. In response to this growing demand for flexibility, 66% of employers in the National Study of Employers report they now see workplace flexibility as a strategic business tool that can benefit both employers and employees.

Did you know that for an increasing number of employees, workplace flexibility has become the new currency? According to the 2008 National Study of the Changing Workforce, 87% of employees report having workplace flexibility would be extremely or very important if they were looking for a new job.

The old view of flexibility was that it was a perk or a favor to a valued employee, often a working mother. Others thought it meant just flex time or flex place. But these ideas have changed as more and more companies have become more flexible. Why are they doing so?

While many quantitative ways exist to measure how good a company is, there are also important but less tangible ways of assessing companies as employers, sellers and stewards. Here are snippets from Good Company: Business Success in the Worthiness Era demonstrating these 5 intangible attributes:

“It’s not supposed to be fun; if it were fun, it wouldn’t be called work.” But are the concepts of work and fun truly mutually exclusive? For those of us lucky enough to be practitioners of our passion, we know that work, fundamentally, can be fun, and that when it comes to business and pleasure, it’s not an either/or.

Chances are, even in this job market, the number of high-quality applicants applying through your career site is dramatically lower than it used to be. Sure, on paper, most meet the qualifications you’ve outlined in the job posting. Problem is, so many are just not the right fit for the job or the organization.

That’s because, statistically, there’s a chance the person you’re looking for isn’t sure your organization is the right spot for them. They want to be convinced of the possibilities for them before they even apply. And on your site, there’s nothing to compel them to take the next step.