Category Archives: human resource management

Invest In Your Employees

I am really enjoying my HRM (Human Resource Management) class for it gives me hints on what to expect in my future work life. It is preparing me as an individual to know what kind of environment I will like to work at and what is expected of me as an employee/employer. When I describe to people what kind of environment I would like to work at, most of them respond by saying “I think you should work for yourself because no organization will allow that.” I know you’re already wondering what kind of environment that is but read on…

ccToday I’ll like to talk about company culture and how that affects the organization’s performance especially the employees. Before I go into details, I’ll like to define company culture. “Culture is the characteristics and knowledge of a particular group of people, defined by everything from language, religion, cuisine, social habits, music and arts.” Therefore, Company culture is the shared values and practices of the company’s employees. Company culture is important because it can make or break your company. Company culture changes over time has new employees are hired and replacements made in the company. Companies with an adaptive culture that is aligned to their business goals routinely outperform their competitors. Some studies report the difference at 200% or more. Organizations should know what their culture is and try to move everyone towards it by making it adaptive.

Recently, the Facebook offices were redesigned and I was amazed by Mark Zuckerberg’s comment. “Our goal was to create the perfect engineering space for our teams to work together. We want our space to feel like a work in progress. When you enter our buildings, we want you to feel how much left there is to be done in our mission to connect the world.” After reading his comment, I compared it to Tony Hsiesh of Zappos who said “We want Zappos to function more like a city and less like a top-down bureaucratic organization. Look at companies that existed 50 years ago in the Fortune 500 – most don’t exist today. Companies tend to die and cities don’t.

After watching this video I think I’ll like to work at Zappos because I think the company suits my personality. I’ll be free and happy there for the culture is something I can relate to.

The above comments are all great steps in creating the perfect company culture. But when I compare creating a company culture to service design I realized that you cannot satisfy everybody. As the saying goes, “One man’s meat is another man’s poison” but there has never been a one-size-fits-all solution to making sure your staff are happy and healthy, but that doesn’t stop people trying to apply tired and ineffective motivational tactics. Creating a unique company culture that makes your staff want to spend the rest of their lives at your organization, give great customer service which makes you stand out from your competitors.

“Creating a great company culture can feel like a minefield, but everywhere you turn are warnings of what happens when a company culture goes awry. There’s a reason the oft-cited Gallup survey discovered 70% of American workers are disengaged on the job. Companies can easily get caught up in the day-to-day struggles and forget the importance of creating an unbelievable culture for employees.” John Tabis (the founder and CEO of the Bouqs Company, a cut-to-order online flower delivery service.) He also gave great tips on how to build a great company culture from the ground up. These are:

Make it personal: One of the most important aspects of developing a brand voice is to keep it consistently authentic. A good company culture should strive for the same authenticity, and this voice should come from the founder in the case of a startup, or the leadership team in the case of a larger organization. Your culture needs to be an extension of your own consistently held and demonstrated beliefs, along with a clear mission that goes beyond dollars and cents.

Find a Way to Communicate Your Vision: Communication is key, whether it’s selling your idea to investors or selling your company culture to employees. Yet communication is one place many leaders fall down on the job, especially when it comes to company culture. According to a study by SIS International Research, 70% of small to midsize businesses claim ineffective communication is their primary problem. If a founder is a great communicator, it’s pretty easy early on to get the culture moving in the right direction.

Put People First: We need to start treating people like human beings, not like cogs in a productivity machine. Look at the individual first and their role second and relate to employees on a more human level. When employees feel cared about as people, I’ve found they do their best work. They also stay longer, work harder, and produce more, which makes caring an amazing rate of increase. It’s a win-win for everyone.


Culture is all about the people that is, company culture is all about the employees. Companies should bring their employees first, invest in them, and give them a fun and peaceful environment to work at in order to be the best. There is no culture without people, organizations should focus on what is best for their employees instead of their profit or loss.

For example Virgin Hotels in Chicago partnered with Voxy – the English language learning platform to teach their staff whose first language is not English improve their language abilities. Mars incorporated is another company with a great company culture that wows everybody. Allowing their employees who are dog owners to bring their dogs to works is amazing. Generations of one family work for the company because of their rich company culture. Some companies and schools have nurseries for babies to allow their mothers to work or learn. This doesn’t just help the company but the staff too in their private lives.

“There’s no right or wrong way to go about creating a company culture, as long as you keep the staff that it’s designed for in mind every step of the way” – Richard Branson (Founder at Virgin Group).


Employees Are The Core Of An Organization

Today´s topic is HR (Human Resource) related. I’m going to talk about the role of employees in implementing the organizational strategies and reaching goals of the organization. For any organization to implement its organizational strategies and reach its goals, it needs to have employees. Employees are the core of an organization. They work towards the success of the organization and make things happen. It is important for every organization to hire the right people to get the job done.

Before I go further, I’ll like to explain deeper what I meant by organizational strategies and how to use them to achieve organizational goals. Organizational strategies are actions an organization intends to take to achieve its long term goals. The plans takes time and all the people (employees) in the organization should be considered when planning. The top management makes the strategic plan but the middle/lower management adopt the goals and try to fulfil the strategy step by step. With clear goals, companies tend to have effective employees performance which leads to a successful business.

imagesSEUHX2NSWhen a person is hired in an organization, he/she has responsibilities towards the organization and society as a whole. When organizations hire people, they should identify their strengths and weaknesses to help the management in their strategic decision making. Employees should be trained and educated in order to make them understand what the organization is trying to achieve. When employees know their roles and how to use their strengths to contribution towards the success of the organization, then they try to reach the goals. The employees should set their personal goals out of the organizational goals, share responsibilities for reaching the target. This will help them achieve faster and better results.

All these come down to employee engagement. But what is employee engagement? Employee engagement is a workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.

Below is a short video that explains why employee engagement matters.

“Nobody washes a rental car” People are willing to do more if they feel they have ownership. I am going to share few tips on how organizations can engage their employees, grow their businesses and also make their employees love their jobs. I have read so many articles related to this topic but after my last session with my HRM (Human Resource Management) lecturer I realized that MOTIVATION is the key. When employees are motivated to work the outcome is greater. Organizations should learn about their employees and know what motivates them and deliver.


There are other steps that can be taken to improve employee engagement. Some of them are:

  • Treat your employees as a valuable partner
  • Give them the chance to make decisions as long as they are going to perform well.
  • Be transparent with them, update them on every activity of the organization, whether good or bad.
  • When you make a promise, be sure to follow through it. Never make a promise you can’t keep.
  • Show your employees that their opinions matter. Provide a conducive working environment for them. Trusting, open and fun.
  • Show your appreciation, thank them. Take time to acknowledge their work.

Put yourself in your employees’ shoes. Can you achieve your goals with the present conditions of your organization? I’ll leave you with that question for it will help you rethink your actions and provide what is best for both your organization and employees.

Make a strategic plan -> Set your goals -> Engage employees -> Grow your business >>>

No goals = Weak performance