Sentences with phrase «company culture right»

«It is my vision to get the company culture right and great things will happen.

Younger entrepreneurs are growing their companies by creating a conscious company culture right from the start.

Great benefits and a workplace that is fun and dedicated to making customers happy all fit in with the Zappos approach to company culture — when you get the company culture right, great customer service and a great brand will happen on its own.

Not exact matches

«I think frankly, employers should try to embrace the idea behind this, especially if the company has any pretense of being a feminist organization or treating women's rights as a priority, whether it's in their corporate culture or their customer relations.

If you're attempting to create a new company culture that aligns with your brand, here's how to do it right.

The right decisions are those that reflect the company's social purpose, organizational culture, and values of its leaders.

No entrepreneur can afford to create a company culture that isn't based on certain fundamental beliefs established right at the start of the enterprise.

He told the tale to authors Jeannette Hanna and Alan Middleton for their book Ikonica: A Field Guide to Canada's Brandscape, explaining that the staffers didn't have to ask their bosses for the green light because the company's ethics - driven culture puts a premium on do - the - right - thing customer service.

While the culture that works for one company might not work for another, you can learn a lot from companies who are doing it right, and get started on company culture hacks of your own.

Whether it's creating a new product, service offering or the new norms that comprise company culture, you are expected to set a new understanding of what «right» looks like.

The right amount of leave will vary from company to company, depending on the amount of employees, the workload, the working culture and more.

«Done right, it will lead to a smarter and more humble company that sets new standards in data privacy, gives back more to the cities we serve and defines and refines our company culture effectively.»

Interactive recruiters are often the unsung heroes of their company because they ensure the corporate culture is supported by the right new hires.

The right culture can propel a company's growth because it attracts and motivates talented people who are passionate about creating new products and delivering great service that turns customers into advocates for the company.

«She's opened up the issue to public discussion and Yelp therefore is within its right to respond presenting its side of that very issue,» he says, adding that the tweet brings up issues of company culture.

They make the conscious decision to build and define a culture that attracts and retains the right team members, promotes the organization's values and reinforces those values throughout the company with consistent action.

These individual American attitudes may have changed corporate culture seeing that 89 % of Fortune 500 companies implemented their own policies prohibiting discrimination based on sexual orientation according to Human Rights Campaign.

Just like car fuel, if you don't have the right company culture in place, you can find yourself broken - down on the side of the road.

Facebook has an interview process that only selects employees who are the right fit for the company's culture.

Let's assume the following: A) You've written a job description that is concise, intriguing and honest; B) you're doing this all on your own, without the help of an HR person; C) you don't have a standardized system of recruiting and vetting; D) you aren't so obsessed with your company culture that you're looking for the exact right combination of personality, pedigree and the answer «honey badger» to the question «If you could be any animal...?»

Crafting the right company culture in one office is hard enough.

By using neuroscience techniques, Comaford will help you figure out how to hire the right people for the right positions so you can build a company culture that motivates, inspires, and brings out the best in team members.

If that sounds like your company, stopping the bleeding won't happen with a flip of the switch; it'll take innovative engagement solutions over a few seasons to set you culture and leadership pointing in the right direction.

When culture is something more than just nice words, the spirit infuses everyone in the company so that, as leader, you know whether a new person, idea, customer or change is right for your culture.

When you have a bottom - up rather than a top - down culture, it's all the more important to hire the right people to shape your company's direction.

That's right: He hated the culture of his own company.

A company that knows how to make money AND gets its culture right is pretty much guaranteed to succeed.

A high - performance culture means identifying the right goals, setting them at the appropriate times, recruiting and empowering the right people to execute them and establishing transparency across the company to enable different functions to operate as a single, united team.

The path to empowering employees to think like CEOs involves three steps, each rooted in building a company culture that attracts the right people.

To make sure you're on the right track, ask and answer questions about your company's culture, products and goals.

If your company culture is loud, boisterous, and it's not uncommon to hear some swear words out on the floor, a quiet and withdrawn person won't be the right fit.

At FlexJobs, a high - performance culture means that we hire for and cultivate amazing people who are supported to excel, who believe in both doing well and doing right in order to reach our company's goals.

Everything from hiring the right people to synergy can help build a successuful company culture

«The right guy for a job like that in a company that's steeped in the popular culture with young audiences, the person who owns that chair should be somebody who is turned on, attracted to and somewhat knowledgeable about the popular culture and what's going on there.»

And so it is left to Don Walker, the company's chief executive officer and a 24 - year company veteran, as well as other managers, to sustain the unique Magna corporate culture that includes profit sharing and stock ownership for employees, an employee charter of rights and generally small factories that are individual profit centres and encourage managers to be entrepreneurial.

The company has never had a COO in its history, but in March, just a few weeks after a former Uber engineer published a scathing tell - all about the company's sexist workplace culture, Kalanick himself admitted he needed a right - hand executive «who can partner with me to write the next chapter in our journey.»

Being surrounded by the right people not only drives his success, Atkins says, but helps create a culture they want to stay with as the company grows.

While companies have different rules about relationships between employees — some prohibit them, while others require disclosure — Uber is in a dicey spot right now and any revelations of an out - of - control company culture, especially by top execs, are problematic at this time.

As with most such things, culture is one of a company's most powerful assets right until it isn't: the same underlying assumptions that permit an organization to scale massively constrain the ability of that same organization to change direction.

While creating a culture of content puts companies on the right track towards a scalable content strategy, many companies are seeking outside help by engaging resources for content planning, creation, promotion, measurement and performance optimization.

It certainly helps the CEO whose job among other things is to build the right kind of culture for the Company's overall success.

We've had a great company culture from the start, but in general most of McDonald's efforts in sustainability came from the motivation of doing the right thing, which continues to be a foundation of our company today.»

«It worked, and it proved that we could take the right steps to manage this type of growth while keeping our company culture and integrity intact,» said Pool.

Whereas the ETAN report «didn't find any outstanding universities getting things right,» and the Helsinki Group turned up «no individual countries that stood out» as being especially conducive to women's involvement in science and engineering, looking at the private sector, there are a number of companies that are «on the path of changing their organisation and culture,» notes Rees.

With the proper clearance, bench scientists at the NIH should have the right «to do what every other scientist has the right to do: consult for a science advisory committee or a pharmaceutical company or a biotech company, partly because that's become part of the culture and partly because it's very much a two - way exchange,» Alberts says.

Vancouver, BC About Blog McNak is a Vancouver based staffing company that has built a fan club around its ability to match employees with the right corporate culture.

The company has been in the limelight for its fast - growing Tinder app, which allows smartphone users to swipe right or left to accept a reject a potential partner and has become symbolic of «hookup» culture.

Vancouver, BC About Blog McNak is a Vancouver based staffing company that has built a fan club around its ability to match employees with the right corporate culture.

If we can get the culture, skillset, and personality right, we're convinced that the typical 4.6 year average duration at a company in America, we'll be able to take that way up.»

For companies that get it right, products, services, messaging and policies are all aligned to the culture, style and values.