Fortune recently released their annual 100 Best Companies to Work For list, which takes into account such factors as internal mobility, inclusion/diversity, employee training and satisfaction, among a litany of seemingly disparate criteria that, together, comprise what’s often referred to as “Corporate Culture.”
It’s no surprise that the companies on Fortune’s list are widely recognized, in best practices publications and in recruitment literature, for having developed distinct and unique corporate cultures designed to attract, develop and retain top talent. After all, it’s culture that defines the best (and the worst) places to work.
For HR professionals, Recruiters and Executive Leadership, culture is often a top down directive, but its employees on the front lines who truly define a corporate culture and create its impact. Culture’s a lot like meetings and memos: it’s an inescapable, and inevitable, part of the employee (and candidate) experience.
That’s why “fit” is so important to talent acquisition and development; but what does it take for new employees, their managers, executive leadership and customers to fit in, and thrive, in a unique corporate/workplace culture?
Join the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT. We also enjoy hearing from our global community and hope you can join from wherever you might be. Let’s explore what companies can do to create, implement and evolve the kind of corporate culture which drives employee satisfaction, engagement and ultimately, bottom line results.
#TChat Questions and Recommended Reading: 1.25.11
Here are the questions we’ll be discussing, along with some background reading, to help prepare and inform the #TChat conversation. While this isn’t mandatory to get in on tonight’s #TChat action, we suggest checking out these articles by top career advice and talent management thought leaders to explore the possibilities (and pitfalls) of workplace culture:
Q1) In 3 words, describe the culture of your current/recent employer; was it the culture that lured you there or that drove you away?
Q2) In “Employment Rage”, Howard Adamsky wrote, “Corporate America is not human.” If this is so, does culture really matter?
Q3) What is your definition of “office politics” and how does it impact hiring and retention?
Q4) What tools does your company use to assess “fit” during recruiting; how do these “track” to your culture?
Q5) What should CEOs be doing to create and lead a culture that generates shareholder value and what is this “value”?
Q6) What should all employees be doing to develop a culture that generates shareholder value?
Q7) How would you conduct a workplace culture audit? How often should this be repeated?
Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!
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#TChat is brought to you by @TalentCulture, @MeghanMBiro, @KevinWGrossman, @monster_works, and @MonsterWW – They will be joining the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT Hope to see you tonight at 8 PM ET for #TChat!