How to Use a Career Page to Positively Show off Culture to Candidates

Chart Your Course

The Harvard Business Review reports culture directly impacts employee satisfaction, job performance, business creativity, commitment and loyalty, retention and absenteeism, and — perhaps the most important quality to executives — the bottom line. The best companies in the country know the power of a positive work environment both for their employees and key stakeholders. The culture of a business may be the most significant factor in determining a company’s success.

Course 109

Effective Handling of Employee Personal Problems is Critical to Maintaining Workforce Efficiency

Strategy Driven

But with empathy and careful planning, successful managers and leaders can minimize the impact of personal problems in the workplace to ensure that your work force remains efficient and that normal productivity is restored as quickly as possible. It is also a function of managers to ensure that employees are happy and motivated so that they contribute positively on a long term basis to the organization.

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Appreciation

Lead Change Blog

That means we look for efficient ways of getting things done and doing more to fill the gaps that were left by their peers that left or were let go. Rewarding your employees will improve retention and reduce absenteeism. With the positive impact, it can create a great work environment that can help retain our employees. With the demand to do more with less, we are asking a lot from our people to do the same amount of work.

The Key to Sustainable Performance

Lead Change Blog

Sustainable performance means your organization efficiently and effectively provides quality products and services, is blessed with low absenteeism and low staff-turnover. Schaufeli and colleagues define engagement as “a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption.” As an organization, as a leader, sustainable performance is key to build and maintain an excellent organization.

Loyal Employees are your Most Valuable Asset!

Brigette Hyacinth

According to research conducted by Gallup, disengaged employees cost companies $450-to-$550 billion in lost productivity each year as a result of poor performance and high absenteeism. Your brand position is determined by the customer’s experience.

Proof That Positive Work Cultures Are More Productive

Harvard Business Review

But a large and growing body of research on positive organizational psychology demonstrates that not only is a cut-throat environment harmful to productivity over time, but that a positive environment will lead to dramatic benefits for employers, employees, and the bottom line. In studies by the Queens School of Business and by the Gallup Organization , disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects.

Leadership, Passion, And Transformation

Joseph Lalonde

The second American belief I lapped up early on was that success meant power, big salaries, trinkets, and position. Positional leaders—those with name plaques on wooden doors but impotent in influence are the gatekeepers of this ideology. Moreover, disengagement and higher instances of absenteeism are reported among workers who underutilize their gifts in their position. We need fresh ideas and new approaches in our work to be more effective and efficient.

Do you have a winning right culture to succeed?

HR Digest

According to our analysis, a strong culture turns loyal employees into brand ambassadors who are committed to positively represent the company. Increased effectiveness, efficiency, and productivity. Increased employee engagement and reduced absenteeism. When you build a winning culture, your employees become more efficient and happy in the work they do. As Peter Drucker famously said, “Culture eats strategy for breakfast.”

Virgin Atlantic Tested 3 Ways to Change Employee Behavior

Harvard Business

An estimated 21% of carbon emissions in the United States are attributable to companies, and yet to date there is scant research on how to make firm operations more efficient in terms of reducing pollution. So we partnered with Virgin Atlantic Airways on a field experiment to understand how the behavior of employees—in this case, airline captains—influences fuel efficiency, and how low-cost company interventions can influence their behavior.

How to Tell Your Boss That You’re Not Engaged at Work

Harvard Business

As a consequence, the former will perform better, stay longer in the organization, and be a positive influence on other employees, while the latter will underperform, have a negative impact on others, and quit. In line, research shows that higher engagement in its various forms tends to predict a range of positive organizational outcomes, such as individual job performance, team effectiveness, and customer satisfaction ratings. Camelia Dobrin/Getty Images.

Higher Wages Aren’t Enough to Turn Mediocre Jobs into Good Ones

Harvard Business

Drawing on the concept of “efficiency wages,” some economists argue that higher pay can by itself improve performance by enabling companies to attract and retain better people and by motivating employees to work harder. Last-minute promotion or delivery changes that require managers to spend their time on last-minute schedule changes, which then disrupt employees’ lives and drive absenteeism, turnover, and understaffing, all of which increases the likelihood of errors.

The Comprehensive Business Case for Sustainability

Harvard Business

Embedded sustainability efforts clearly result in a positive impact on business performance. Through regular dialogue with stakeholders and continual iteration , a company with a sustainability agenda is better positioned to anticipate and react to economic, social, environmental, and regulatory changes as they arise. Since 1994, Dow has invested nearly $2 billion in improving resource efficiency and has saved $9.8

Why Good Managers Are So Rare

Harvard Business Review

Gallup has discovered links between employee engagement at the business-unit level and vital performance indicators, including customer metrics; higher profitability, productivity, and quality (fewer defects); lower turnover; less absenteeism and shrinkage (i.e., Most companies promote workers into managerial positions because they seemingly deserve it, rather than because they have the talent for it.

The Big Trends Changing Community Development

Harvard Business Review

First, there is a growing realization that the not-for-profit sector has, over the last 50 years, been neither as effective nor as efficient as required by either the communities they serve or the donors (from government, philanthropy, and the private sector) that fund their efforts. Improved community health has lowered absenteeism in the work force and increased productivity by a measurable amount higher than the cost of the program itself.

NGO 8

This Coalition of 20 Companies Thinks It Can Change U.S. Health Care

Harvard Business Review

Don’t just enhance your position; change the game. The Intel-led effort in Portland, Oregon, chose uncomplicated, lower-back pain as an initial priority because the condition was a significant direct cost to Intel, inflicted significant suffering on its employees and their families, caused a great deal of absenteeism and presenteeism, and the care being provided did not appear to be efficient, standardized, or always grounded in the best evidence-based recommendations.

Do CEOs Really Have the Power to Raise Wages?

Harvard Business Review

” When Walmart announced something similar in February, its CEO positioned the move as a show of solidarity: “After all,” he wrote, “we’re all associates.” He did have a problem with absenteeism. They present Ford’s experiment as a case study in the benefits of what economists call “efficiency wages” — paying workers more than a company might be able to get away with.