Tagged: organizational culture Toggle Comment Threads | Keyboard Shortcuts

  • Rodrigo Escobedo 9:00 am on June 17, 2014 Permalink | Reply
    Tags: , , , , , , , , organizational culture, ,   

    4 principles to achieve motivated teams 

    Estimated reading time: 6 minutes

    4 principles to achieve motivated teams When you start working in a coaching process, you use different tools that help boost the team’s alignment with the new work philosophy and the culture that the employer or manager wants for their company. Specifying a vision, mission, cultural values or points, job descriptions and their respective KPI’s, procedure manuals and other tools are really helpful in meeting this challenge.

    However, the current team commonly finds the process exhausting. Taking the team out of its comfort zone is too much for some members who, given the changes, decide to jump ship. In the case of employees who decide to stay, it is important that employers or managers recognise that members are going the extra mile and seek out additional reinforcements to keep their team motivated and achieve greater commitment to the company.

    When thinking about incentives for our employees, the first thing that comes to mind is… money! Although money is attractive for some people, there are 4 principles which we should focus on to achieve greater engagement, generate more trust and increase motivation in the current team:

    Power

    Power means that your employees have the authority to take decisions that are important to their performance and to the quality of their working lives. In companies people are usually given responsibility without authority. This limits the individual’s decision making and ultimately generates frustration. Empowering your employees means that they can decide and then receive feedback. Let them take responsibility and have complete authority over their decisions and their outcomes.

    Information

    This means data, statistics, KPIs, revenues, profitability, customer reactions, etc. Just as many Mexicans are demanding access to information from our government, your team must also have access to your business information. This information must be accurate, current and understandable for employees.

    The more transparent the leader of the company is about its information, the greater the possibility that employees will effectively contribute to achieving strategic business goals. Thus the employee will be able to link the company’s progress towards its various goals to his or her personal contribution to each of these goals.

    (More …)

     
  • Zyncro Blog 9:00 am on January 22, 2014 Permalink | Reply
    Tags: , , , , , organizational culture,   

    Three of the Worst Bad Practices in Social Networks 

    Estimated Reading Time: 4 minutes

    Editor’s note: This article that we’re sharing today is an english adaptation of this post by Edna Campos published in our Spanish blog made by Zyncro.

    Any business or organization with a website can benefit from having an excellent presence in social networks. However, having a strong presence in social channels implies much more than simply creating profiles on the most popular networks.

    Unfortunately, many businesses fall into using the worst practices when trying to jump into social networks without being prepared. Here, I will discuss a few of them with you:

    1. Not having the basics for doing online marketing

    You will be in agreement with me when I say that it is an error to try to correctly carry out a content marketing campaign without having a website and blog, in which content that will be provided in the social networks can be created in the social networks. These should have responsive designs, with the purpose of making sure they can reach the growing number of mobile users.

    2. Unable to handle thier online properties

    Something I see constantly when we receive new clients is they are not aware of the advances in technology and tools that they can use with good practices, and instead they leave them in the hands of others,  their valuable internet properties.

    The same must be said of their accounts in social networks. They were created by a worker (who no longer works at the company) utilizing a personal email address, with different names. And now the company has all of its social networks under names that do not form a part of its digital identity. (More …)

     
  • Francisco Eguiza 10:05 am on January 10, 2014 Permalink | Reply
    Tags: , , organizational culture,   

    Talent Drain- Why Do Businesses Experience Staff Turnover? 

    Estimated Reading Time: 6 minutes

    talentoWhy can entrepreneurial talent make the decision to leave a work team? It is not an easy decision for the employee. However, despite how difficult it could become to find a new position, some businesses suffer from constant employee turnover. Let’s analyze concretely possible reasons and solutions to this problem.

    Main reasons staff turnover can happen in a business

    There are two principle reasons why talent is in constant rotation:

    • Selection: Remember that not all who quit are proportional to a lack of motivation or inability to retain a satisfied work team; on many occasions, the problem is in the selection of staff, in the recruitment policies and the definition of the profiles from Human Resources.
    • Retention: Is the most common reason, in short, it is the lack of internal communication and largely results in the inability to convey specific messages and quality to our team.

    But then, what should you do? Working on the basis “little actions generate big changes”, is only a question of adjusting strategies and of obtaining the correct tools to initiate an efficient and productive communication.

    (More …)

     
  • María Teresa Farfán 9:00 am on November 27, 2013 Permalink | Reply
    Tags: , , organizational culture, ,   

    Collaborative Work vs. Individual Work 

    Estimated Reading Time: 3 minutes

    For a long time individual work has been preferred in companies, the premise being that each person “scratches their own nails”. However, the globalization and beginning of new forms of work conception has also opened the doors to collaborative work, in which the entire team has common objectives and to not pursue individual objectives that impede the sustained growth in an organization.

    Why is this important? 

    Collaborative work allows, of those who implement it, to get the most out of their human resources of which already supports the concepts of each partner and collaborator to join in the search for better options for the company.

    Additionally, collaborative work establishes a trust between members of the group, leaving behind those times when each person “scratched their own nails” and opened way to the joined responsibility about the work done. 

    Another great advantage of collaborative work is that it increases and solidifies social relations and, therefore, presents improved organizational culture within the company, an increase in the self-esteem of workers and better management of internal conflicts.
    (More …)

     
  • Lelia Zapata 9:00 am on November 25, 2013 Permalink | Reply
    Tags: , , organizational culture   

    Fostering a Culture of Innovation: Internal Communications’ Objective 

    Estimated Reading Time: 5 minutes

    Note from the Editor: Today we welcome a new author to our blog. Lelia Zapata (@leliafabi) is a teacher and researcher. She is an expert in Internal Communication and a founding partner at Talentos Reunidos. Welcome! You can follow her on her blog.

    It is said that innovative culture must be the motor that excites creativity in work teams, fresh contributions, roads that lead to continuous improvement in  products/services and processes.

    It is a serious mistake to relegate the activity of innovation to minority groups and defer this responsibility when you have time. Innovation is not simple.

    It requires an innovative culture that we must support and spread. The responsible area for its diffusion is the company’s internal communication area.  

    What can be done from the area of internal communication to implement an innovative culture?

    15 Contributions in the area of internal communication for innovative culture 

    1. Popularize the idea that innovation must be understood as any process of management. That it is not only competition in the area of I+D+I, nor marketing.  

    2. Disseminate policy and innovation strategy designed by the Department or Management.  Fertilize the organization with continuous messages about collaborative innovation. The resources can be printed signs, online banners, blog posts, story-telling articles, interviews, reports, videos, etc.

    3. Spread around the fact that innovation is a part of the company culture. Highlight sections which state commitment to innovation: mission, vision, business creed.
    (More …)

     
    • James 11:01 am on June 16, 2015 Permalink | Reply

      Innovation should be a continuous process. We ought to create a culture of developing and coming up with new ideas. For these to be effective, we must have clear communication channels among the groups involved.

  • María Teresa Farfán 9:00 am on November 8, 2013 Permalink | Reply
    Tags: , , , organizational culture,   

    7 Benefits of a Good Job Analysis 

    Estimated Reading Time: 5 minutes

    How many times has it happened when asking: “What are the functions to be performed in this position?” It can seem as if someone has asked a three year old child about quantum physics. This question can be answered by doing an analysis of appropriate jobs that may have corresponding positions in you organization.

    Many times companies- whether they be small, medium, or large- do not give appropriate importance to the analysis of job posts or they lack an adequate system of information. The result of this will be a terrible human resources organization: Positioning employees in roles in which they do not fit the profile, the designation of faulty duties, compensation beyond market standards, etc.

    Advantages of Job Analysis

    1. Better use of resources. Since having, creating and nurturing an adequate system of information, will thus allow those responsible for decision making to be clear of the resources needed to grow.

    2. Fair compensation. Analyze how employees with similar positions are compensated and compare salaries from the rest of the market.

    3. Determine realistic performance levels. When you know and recognize the important activities and differentiate the urgent activities, so also to additionally assess the value of each of the positions objectively.

    (More …)

     
  • Rodrigo Escobedo 9:00 am on November 4, 2013 Permalink | Reply
    Tags: , , , , organizational culture   

    Enterprise Social Networking and Coaching: how to make a positive impact on the company integrating both tools 

    Estimated reading time: 5 minutes

    When a business owner or director is coached, he/she lives with the challenge of everything that they have learned permeating with their partners in the organization. People perceive their leader, after finishing a coaching session, will leave the session with renewed energy, with different ideas of the status quo and with motivation to implement immediate changes in the company or department. However, there is no clarity in why business owners or directors are making these decisions and how partners can contribute to the changes given to them.

    An excellent support tool for people to become clear of all the reasons changes are made, are enterprise social networks. Remember that a coaching process focuses on the company becoming more profitable, more efficient and to allow partners to align with the vision of the leaders of the company.

    How does an enterprise social network contribute to the achievement of these objectives?

    First, since it is currently being integrated into the workplace, they are an attractive tool for the generations born in the late eighties. They are also an opportunity for older people to share their knowledge and experience with these new incoming youth.

    (More …)

     
  • Hugo Moreno 9:00 am on October 21, 2013 Permalink | Reply
    Tags: , , , , , organizational culture, ,   

    The Strategic Route of DirCom 

    Estimated reading time: 4 minutes

    Today in businesses, communication is an indispensable practical strategy to create synergies, align knowledge, comprehension, attitudes and behavior. The societies and organizations are complex human groups organized in networks with multiple connections within and outside of their environments where people’s experiences imply the change of time and space territories.

    Therefore the work of Dircom requires a high level of sofistication technically and with tools that allow planning, operating, measuring and evaluating with the necessary indicators that give certainty and efficiency to their strategies and, above all, to obtain verifiable impacted business results.

    Actually, the successful communication strategy paths must pass by the technologies that facilitate the logistics of the flow of information in social frameworks that do not have borders, coordination, interactions, the following, the quantitative measurement and qualitative processes of individuals and groups in different managerial and operational levels, as well as evaluating the human transactions internally in the organizations.

    (More …)

     
  • Ignasi Alcalde 9:00 am on October 8, 2013 Permalink | Reply
    Tags: , , , , organizational culture   

    Smart Collaboration: The Growth of the Collaborative Enterprise 

    Estimated Reading time: 6 minutes

    Note from the Editor: Ignasi Alcalde has given us permission to use this article that was published in his blog, in which he talks about how collaboration has converted into a key aspect in organizations. What consequences does collaboration have in the definition of work relationships in a corporation?

    We are immersed in a “new economy” in which has begun to predominate more  non-conventional work relationships, and where effective collaboration is consolidating itself as a key point. In his book Sustaining the New Economy: Work, Family, and Community in the Information Age, Martín Carnoy draws the foundation of the scene of work relationships in the “new economy” with the comment: “Work is not disappearing but rather it is suffering a profound change. The two key elements of the transformation are the flexibility of the work process and the interconnection in company networks and the individuals inside those companies.”

    But let’s go a little deeper into the core concept of the “new economy”. While many academics and economists have tried to define it, it’s interesting to note David Neumark’s point of view in his article Employment Relationships in the New Economy where in place of finding a definition of the new economy, he explores its consequences and analyses what the new economy produces as “new”.

    (More …)

     
  • María Teresa Farfán 9:00 am on September 3, 2013 Permalink | Reply
    Tags: , , , , organizational culture,   

    Your employees’ self-esteem affects your company’s performance 

    Estimated reading time: 4 minutes

    Have you ever thought that the feelings and thoughts of your employees about themselves could affect your company’s performance? Often executives don’t ask themselves how they should encourage their personnel’s self-estimate through the organizational culture. However, self-esteem is a major economic factor in companies.

    One of the main causes of business failure is the fear of decision-making, change, and failure. And what’s the reason behind that? The perception that executives or strategists have about their competence, their ability to respond to crisis and new situations.

    In general,there is no aspect that is not affected significantly by employee’s self-esteem, from customer service through to strategic decision-making. Self-esteem is behind all experiences and is key in people’s behavior.

    With new business styles, teamwork has taken on greater relevance and management pyramids have been transformed into horizontal, flexible networks in such a way that, good management of self-esteem aids HR management as the people who work with you feel more secure, accepted, challenged and appreciated.

    In fact, the conditions that promote self-esteem are the same as those that encourage innovation, as they stimulate the creative and active participation of employees for and with the company.

    Stop focusing on employees’ defects, which is what we have done for years; now it’s time to focus on their abilities and allow them to do what they do best: the perception that they can make things better, because it is those same things that they like, their self-esteem and their productivity will improve.

    Good communication helps you to improve your employees’ self-esteem because they feel considered. How about using an Enterprise Social Network to do that? Try Zyncro!

    Ma. Teresa Farfán (@MomBita) is a psychologist graduate from UNAM, with experience in practising psychology both publically and privately in which she seeks an ethical practice and in favor of improving the quality of life and ensuring an integral experience of those with whom she works, be it individuals or companies, looking for teamwork, professionalization, and standardization She has experience in the area of culture, organizational communication, consumer and sales psychology. She participates actively in social undertakings such as Átomo Educativo and is co-founder of khÜn Psicología, a company that seeks to bring psychology to companies and individuals with a multi-disciplinary approach.

     

     
c
compose new post
j
next post/next comment
k
previous post/previous comment
r
reply
e
edit
o
show/hide comments
t
go to top
l
go to login
h
show/hide help
shift + esc
cancel