Sentences with phrase «company culture where»

No longer focused on competition, but rather true professionalism and a passion to elevate client experience, they are taking full advantage of what top brokerages are offering: cutting - edge agent service platforms, behind - the - scenes marketing brilliance, out - of - the - box franchise functionality, mentorship, coaching and training, and a collaborative company culture where everyone is given a voice and everyone wins.

* A warm and inclusive company culture where all individuals feel that their efforts are appreciated and rewarded.

It was clear that he would not fit within our highly open - minded company culture where were meet people from very different walks of life on a daily basis.»

When you are able to articulate the kinds of responsibilities, the management style and company culture where you want to work in your next career — the universe has a way of sending you those opportunities.

As I talked about in my book, «Career Smart — 5 Steps to a Powerful Personal Brand,» this is what I know for sure: When you are able to articulate the kinds of responsibilities, the management style and company culture where you want to work in your next career — the universe has a way of sending you those opportunities.

Both of these examples leave room for a realistic opposite company culture where different individuals would thrive, such as a team that isn't motivated by social justice or a team that is passionate about adequate health care for children rather than dignity in old age.

Indeed, being inquisitive is one of the fundamental principles of company culture where I work.

«We've been working hard together to create a company culture where we're challenged to do our best work, while knowing when to take time off or ask for help.»

How do you create a company culture where your team wants to not only survive, not only thrive, but to strive toward providing «take your breath away» service to those you serve.

That was the second section of this article, but the source of such problems may all come back to an opaque company culture where workers don't know what the company cares about.

Whether your company employs three people or three hundred people, in one office or five, every leader should constantly be working towards a singular company culture where employees feel aligned with the company mission.

These outcomes are important for a sound, collaborative company culture where employees feel safe contributing new ideas and trying out new approaches: Google, for instance, conducted a study that found employees who felt psychologically safe in their environments were less likely to leave, more likely to leverage a diverse skill set and more likely to be successful.

All of this will contribute to a company culture where the client comes first.

He offers these insights to foster a company culture where innovation can thrive.

Not exact matches

The fast - paced business world is focused on results and returns, but truly innovative companies have a culture focused on long - term gains where innovation can thrive.

Meddling in the wrong ways or too often can either produce a culture where people don't like to take actions because they know you'll eventually just step in anyways, or — equally badly — the company gets unfocused from the constant interventions.

The most important elements of the process don't have anything to do with how the coffee machine works or where to sign up for the spin class; they have everything to do with the company's culture, which is the hardest thing for a new person to absorb and the hardest thing for any business to put into words.

The rigors of bootstrapping your startup shape company culture, compel innovation and keep control where you want it, in your hands.

He drives the culture of a company — he or she — drives the culture of a company, they drive the values of a company, and that's where we have to speak out when there's something that's an issue that aligns with our cultural or company values.

If you're a really close - knit company where people love working for you, and then you sell it to a company that doesn't have the same culture, I feel that you're letting people down.

The firm has a philanthropic and employee - centered culture where staffers are privy to company financials and enjoy perks like paid time off for volunteering, impromptu ice cream breaks, and scavenger hunts.

It's rare that even top managers have office doors anymore; the egalitarian ethos of the early Internet boom — where companies were more likely to equip their offices with foosball tables than boardroom tables — irrevocably changed corporate culture.

Thrive Global works with companies to like Airbnb and Accenture, to produce cultures where employees are not burned out.

This can be a problem in a high stress office environment, where competition and debate are just part of the company culture.

But the lawsuit «utterly failed» to reform the culture inside the company, Lockette alleges, where a «campaign of harassment» against minorities persisted, Bloomberg reports.

«I honestly believe this is the only financial institution in Canada where I could have done this,» says Dickinson, who credits the company's modest size and culture of agility with driving EQ's success.

«There are obviously companies that have cultures where a lot of people come from certain schools,» he said.

Regardless, no company wants to «have a culture where it's not okay to have a baby,» Lucas says.

A company where the culture isn't aligned with its strategy, especially during transformation, is doomed to failure.

The best organizations all the way from Fortune 500 companies down to small family - owned businesses with five employees create a culture where everyone feels important and wants to do everything possible to carry out the organization's overall mission.

The book offers a refreshing perspective on company cultures of the past where as companies today focus on providing perks to lure talent from their competition.»

«Specifically, employees reported that they love working at companies with mission - driven company cultures, where they have clear career opportunities, and where senior leadership teams make them feel valued and are transparent with how they communicate with employees,» he said.

«Now the reality is if that bro culture isn't acknowledged and intentionally corrected, you end up in a situation where you've created something that's incredibly valuable that all of a sudden has extreme risk surrounding it, because of that culture,» Ken Ziegler, CEO of cloud - computing company LogicWorks, tells Business Insider.

«FedEx and IBM are well - known examples of companies where numerous early analytics successes produced a senior management culture where analytics was regularly used to inform important decisions,» Bell writes.

In a time when many companies struggle with employee retention, his family business model has supported a culture where many employees have stayed for more than 20 years and refer their family members for employment.

In their forthcoming book, An Everyone Culture: Becoming a Deliberately Developmental Organization, authors Robert Kegan and Lisa Lahey take a deep dive into several companies where employees are expected to learn about their pain points — and promptly address them.

Jon Salas, standing, left a higher - paying job at a multinational HR company with a «cardboard dry culture» to join Hollywood PR, where weekly brainstorming sessions bring the small team together.

«We have a culture that says, regardless of your position, everyone has a seat at the table when it comes to discussing everything from current projects to where the company is going.»

On top of «great pay and benefits» F5 Networks — an information technology company headquartered in Seattle — boasts a laid - back, friendly culture where work - life balance is encouraged.

While he loved the culture at Zappos.com, the online shoe store where he'd spent more than three years as senior director of brand marketing, he wanted to look for new opportunities at a large company in New York or a startup in San Francisco.

For a business to thrive, a company must have a transparent culture, one where employees are given meaningful insights that build trust with senior leadership.

Sure, we talk about company culture, but where does it come from?

In a world where technology is rapidly changing, the only competitive advantage today may just be your company's culture.

Prior to Khan Academy she was operations manager for a startup in San Francisco where she honed her skills in office operations, event management, and building company culture.

They argue that the company should have a more «open» culture where their viewpoint would be welcomed.

Everyone is out there looking for the best candidates, and likewise, candidates are searching among employers to see where they fit best, and fit involves everything from job title, to salary, and more recently, company culture.

Kalanick also came under fire for harming the culture of the company after the leak of a video where the CEO was seen in an altercation with a driver.

In an Entrepreneur article written by FlexJobs» Founder and CEO Sara Sutton Fell, «How a Business With No Office Has One of the Best Company Cultures in America,» find out how remote employers can build a great culture, regardless of where your workers live — or even if you've never met them face - to - face!

This dilution is an issue in publicly traded stock market firms, but it has been historically addressed by keeping the size of the ESOP modest compared to the rest of shareholders (most ESOPs in stock market companies are under 20 %) and by establishing a corporate culture where employee stock ownership is likely to increase the performance of the firm so as to offset the modest dilution of profits per share of non-employee shareholders.

They bring with them proven success (where unknowns carry a ton of question marks), familiarity with company culture and processes (which means less training) and a reminder to coworkers thinking about leaving that the grass isn't always greener on the other side.