Culture, teamwork, & seasonal employees

Why does it matter that your organizational culture is one way rather than another way? It turns out it matters a lot. Organizational culture is hugely important to the success and overall health of your company, your people, and your customers. So it’s helpful to spend time considering why your company’s culture is the way it is, and why it’s important that it stays that way (or changes).

Let’s take a look at seven reasons why organizational culture is important.

You’ve probably heard this phrase before: teamwork makes the dream work. It’s got a lovely ring to it, and it also rings true. Good teamwork goes a long way in business – resulting in high levels of productivity, efficiency, and employee engagement.

Your best teams have something else: effective team communication. With good communication, they can out-do a team of geniuses time and again. Intrigued?

“Your company culture influences your teamwork, productivity, efficiency, and turnover rates,” said Laurie Bennett, company culture coach and co-founder of Within People (a consulting company that helps leaders find their purpose and grow the company they love).

If you haven’t yet got a handle on company culture, or you’re looking for concrete company culture examples, this article is for you.

If nurturing a healthy team culture is important to your workplace, here are 12 teamwork “conditions” to consider.

Asking the right questions during the interview process will ensure you get the employee that will thrive in your organization, even in a temporary role.

This article outlines seven great questions you may want to consider next hiring period. Use them as is, or as a launchpad to your own questions.

If a seasonal employee is only with you for a few months, you’re probably focusing on the quickest route to engage them. This article explores four basic ways to start on the right foot.

It’s important to begin by setting out expectations, but don’t start off by handing them the employee handbook. Summarize the “need to knows” on one page. It’s important to be brief and succinct.

You do all the work to find a great crop of seasonal employees and then halfway through their contract they hit the burnout wall. It’s frustrating. How can we better engage seasonal employees without accelerating the burnout?

One researched approach is to avoid the “front-ended” training model frequently used. Rather than teaching the new hire everything they should know for their role in day one, consider training in “nuggets”. This gives employees time to learn and practice a new skill before adding another. It’s proven to make the lessons stick.