Culture equals habits. Habits equal results. Thus, culture equals results.
dad
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This website is about our WORK. To ponder today’s post about our HOME, click here.
Do the culture math
Tag: Employee
Employees are customers too
Employees are customers too.
Easy to forget.
Might even be easy to never establish this organizational philosophy.
But if you do believe it, it can be insidiously easy to let it slip away.
Why?
Because the reality is employees are lucky to work for a great organization.
Conversely, great organizations are lucky to have great employees who want to work for them.
It absolutely works 100% both ways.
Neither should ever get complacent.
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Neglect gets expensive over time
Organizational culture is like personal health…it gets expensive to restore if you neglect it too long.
You know what the real challenge is?
We get so used to accepting that our organizational health is less than vibrant that we eventually stop being motivated to do anything to change it. And this gradually makes our culture more toxic.
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This website is about our WORK. To ponder today’s post about our HQ, click here.
If you want to stay on this site and read more posts from this Blog, click here.
Downside to world-class organizational vibrancy
The downside to world-class organizational vibrancy?
None.
There’s something about world-class organizational vibrancy that attracts and retains great (loyal) employees.
Same thing happens with customers.
World-class customer service vibrancy attracts and retains great (loyal) customers.
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This website is about our WORK. To ponder today’s post about our HQ, click here.
If you want to stay on this site and read more posts from this Blog, click here.
South America interview questions
Note: These questions were sent to my Speaker Agent from a South American journalist. There was no face-to-face interview.
1. How job retention trends have been changing in recent years?
A. Generally, people leave a company because their leader isn’t meeting or exceeding their expectations. Employees perform in a mirror fashion to the genuine care they receive from their leaders. Great leaders are the first line of defense against rising turnover. Great leadership is reliably measured with an annual, comprehensive and anonymously submitted 360-degree review process.
2. Do work relationships change when talking about a 100% digital company? in which areas?
A. Whether you interact with your employees and customers face-to-face, through voice, or digital, the goal never changes – always exceed expectations and make people feel special by providing individualized treatment.
3. What has the digital economy taught us about results through labor benefits?
A. Sorry, i do not understand this question.
4. What model of labor benefits that Disney has can be replicated in other small or medium companies around the world?
A. Offset and compliment tangible benefits by providing many, diverse, and highly-valued intangible (low-cost to no-cost) benefits to send a great message that an organization cares for and values its employees. Additionally, make it part of your culture that one of the best intangible benefits is the opportunity to work with great leaders.
5. In your experience, ¿does monetary benefit improves the quality of the employees labor? What are other strategies?
A. Generally yes at Executive positions, with competitive salaries and bonus compensation strategies a must-have strategy. And like i said earlier, low-cost to no-cost unique intangible benefits are highly prized at every level.
In the middle and front line levels monetary incentives would be an exception. For most hourly positions the various Labor Unions dictate that annual pay increases are linked to longevity, not performance. The overwhelming majority of Disney Cast Members are not incentivized with money.
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This website is about our WORK. To ponder today’s post about our HQ, click here.
If you want to stay on this site and read more posts from this Blog, click here.