T4W in action Ben Doherty T If the approach has worked in your school, please email julia.
Acknowledging birthdays and work anniversaries on Yammer. Giving a variety of opportunities to get to know people outside of their role at the company. We send welcome packages to new hires. On a more personal level, we recognize and respect that everyone has things in their life that will take up time and energy.
And that sometimes that time and energy may impact their schedule or their focus.
We preach the importance of communicating in a very open and honest way. We practice that style of communication by providing opportunities for regular check-ins with managers and HR, as well as platforms and norms for easy one-off discussions.
Finally, we train our managers to be compassionate and flexible with their teams and to get creative, when necessary, to meet business goals. We communicate not only about work projects, but also about personal things.
We have watercooler P2s that focus on music, games, literature, fitness, home ownership, pets, tattoos — about just about anything that creates a bond between Automatticians. We have one all company meetup each year, where we all gather for a week to work on projects together, learn new skills, and socialize together.
We encourage product teams to get together once or twice a year in person for the same reasons. Vote American Express Broadly speaking, our culture is based on the Relationship Care approach to servicing, an ethos that says service is a people business driven by the power of human interaction.
To that end, all of our employees receive constant coaching on how to connect with customers and deepen loyalty. While the form factor may be slightly different — virtual side-by-sides as opposed to in-person coaching — the approach is the same.
Vote Buffer We talk about our company culture frequently and make sure everyone knows that their voice is valued in each discussion about continuing to create culture. We ask the Buffer team for feedback in Slack and in surveys, and implement that feedback. We have an entire People Team that works on employee engagement and new experiments with company culture that we can try out.
Having that dedicated team has definitely helped in further developing our culture. Examples of some of the unique initiatives include: These are held on the last Friday of every month.
Employees are welcome to pop in and out over the course of the hour to share some laughs and continue to build their relationships with their colleagues. So, our Director of Culture hosts numerous cluster parties in cities where we have clusters or groups of employees based.
The parties include a team-building activity, dinner, and lots of laughs. All new hires are assigned a Sherpa, someone that spends some time with that new hire over the course of their first month on the team.
This program helps new hires feel connected to and that they are a part of and belong at ICUC. A few specific activities that spur engagement include: We have an all-hands meeting first thing every Monday morning.Most people know how to set SMART goals.
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