(Editor’s Note: Looking for full highlights and resource links from this week’s #TChat Events? Read the recap: “Workplace Greatness: No Guarantees.“)
We’ve all heard the bad news about the state of today’s workplace. Years of economic recession, business upheaval and intense global competition have taken a toll on organizational culture and employee engagement. Media channels are brimming with stories of employers that miss the mark.
So, where’s the good news?
Maybe that’s why Fortune Magazine‘s “100 Best Places to Work For” list is so popular. Each year, it shines a light on what really works. We’re reminded that organizational excellence is all around us, and we have a chance to learn from those examples.
As many of you know, China is CEO of Great Place to Work Institute — the firm that produces the “Best Companies to Work For” list. The 2014 edition was announced last Thursday, so we’ll be looking at the very latest results. And based on what I’ve seen, this year’s list deserves closer attention.
Sneak Peek: Shifting Priorities
To set the tone for this week’s events, China joined me for a brief “sneak peek” Hangout, where she explained that the 2014 study reveals two new top management priorities:
Last week, she shared other takeaways in a TalentCulture blog post: How Great Companies Attract Top Talent.
What are your thoughts about employers on this year’s “best” list? Do you see evidence that organizational culture is gaining ground as a source of competitive advantage? What role should “best practices” play in improving talent strategies? Join us this week to share your ideas and opinions with the #TChat crowd!
#TChat Events: Lessons From Great Workplaces
#TChat Radio — Wed, Jan 22 — 6:30pmET / 3:30pmPT
#TChat Twitter — Wed, Jan 22 — 7pmET / 4pmPT
Everyone with a Twitter account is invited to participate, as we address these 5 related questions:
Q1: How does a company become a “great place to work”?
Q2: What characteristics do fast-growing and great workplaces share?
Q3: How does an employer brand interact with the recruiting process??
Q4: Why is a great workplace more about business strategy than HR?
Q5: How can HR convince leadership that workplace technology is a smart investment?
We look forward to hearing your ideas and opinions, as talent-minded professionals who care about the human side of business.
We’ll see you on the stream!