Sentences with phrase «great cultures for»

So fruitful that, according to John Paul II, it points to the agency of Divine Providence: «In engaging great cultures for the first time, the Church can not abandon what she has gained from her inculturation in the world of Greco - Latin thought.

«Our family - owned companies share a focus on providing a great culture for agents, and a compelling attention to quality and trust for our customer.»

Our family - owned companies share a focus on providing a great culture for agents, and a compelling attention to quality and trust for our customers,» said Peter F. Hunt, chief executive officer, HUNT Real Estate ERA.

Not exact matches

A quick «congrats on the great work» email, thank - you note or pat on the back can go a long way in cultivating improved job performance and a positive company culture for the rest of the year.

That's also why Riot goes to great lengths to recruit and hire only hardcore gamers who think like its customers (for more on Riot's hiring, see «How Riot Guards Its Culture» below).

When you build a strong culture and vet for this in the recruiting process, that naturally happens - great people attract other great people, and collectively do great things.

If you screen for culture and nurture your existing employees with things that matter to them, the retention and attraction of great people will naturally follow.

Once you are able to successfully get past the hiring stage, focus on building a great culture that makes room for creativity, as your workplace environment has a big influence on how well you can execute on your strategies.

It's not enough for us to say how great it is to work here; the strength of our culture needs to come out organically.

Finally, every manager at every level should be responsible for promoting a culture of meritocracy, where great ideas are encouraged to come from all voices, male and female alike.

«We had a great culture and hundreds of people were applying for positions, so we could have gotten away with underpaying for a while longer,» he says.

Offering competitive compensation and great benefits aside, it's way too common for inexperienced hiring managers to ask the wrong interview questions to size up job candidates for job / culture fit, and the people skills that lend to success on the job.

One of the greatest movies ever to look at the movie industry, Billy Wilder's 1950s - era pop culture noir is timeless for its story of the struggle in the business and the effects of fame when everyone forgets you.

If the culture of our business is right, all of the other elements required for success, such as great customer service, will just happen.

There's a huge premium on the user experience, and it's easier to create a great one for a culture and a market you understand well.

While rapid growth is a great problem for an entrepreneur to have, your cramped quarters don't do much for your team dynamic or company culture.

Earlier this month, Great Place to Work — a workplace culture consultancy in New York — released its annual list of the top 30 technology companies to work for, in partnership with Fortune.

Making the case that greater openness is good for both company culture and society at large was Ijeoma Oluo, a Seattle - based writer, and Dan Price, CEO of Gravity Payments.

The review panel praised CP for making «great strides» to developing a «healthy safety culture.»

And the data demonstrates the payoff of a great workplace culture for everyone, no matter who they are or what they do for the company.

Like most companies with great cultures, we have spaces for employees to unwind and build friendships with coworkers.

To build a great team, make sure that you take a step back from resumes and candidates» pre-determined interview responses to look for individuals that will fit your company culture and are eager to l...

«One key reason transparency is a such a powerful value for a company's culture is trust: Transparency breeds trust, and trust is the foundation of great teamwork,» explains Buffer founder Joel Gascoigne.

For decades, Great Place to Work has shown the immense impact that a high - trust culture has on employee experience across all generations.

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.

«That's why building a great culture starts with intellectual clarity about what your organization stands for.

A yearning for culture Despite all the money the government spends on subsidizing housing, the resulting environment leaves a great deal to be desired.

Among this year's Fortune 500, only 16 companies are recognized for having great workplace cultures.

These employers have earned high marks from their workers, who completed an extensive workplace culture and trust index survey administered by Great Place to Work, Fortune's longtime partner for our annual list of the 100 Best Companies to Work Ffor our annual list of the 100 Best Companies to Work ForFor.

While every office doesn't necessarily need a slide, making time for fun is an easy and free way to create a great company culture.

«An Italian Family Dinner is a brilliant metaphor for the type of culture we need at Saatchi to be a great creative agency,» says Smart.

For our culture, it has had the great effect of having a driven and passionate work force.

Especially today, the trend is for workplaces to be focused on building a great corporate culture, which often requires teamwork and strong interpersonal skills from all levels of employees.

Everyone wants to work for a team that has a great culture, whatever that culture may be.

And we realized that we needed to re-discover the magic — how each Great Place to Work For All uses its organizational culture as a key ingredient for succeFor All uses its organizational culture as a key ingredient for succefor success.

Glueck sought inspiration for how to evolve the company's culture, and referred to Good to Great, a book by Jim Collins about how 11 companies shook off mediocrity to become market leaders.

Salesforce tops this year's list, thanks to its efforts to create a Great Place to Work For All, its commitment to philanthropy (employees get paid 56 hours per year to volunteer, for example), and for creating a globally - cohesive culture (in addition to this list, it also ranks on each of our national best workplaces lists in Australia, India, Ireland, Japan, Singapore, and the U.For All, its commitment to philanthropy (employees get paid 56 hours per year to volunteer, for example), and for creating a globally - cohesive culture (in addition to this list, it also ranks on each of our national best workplaces lists in Australia, India, Ireland, Japan, Singapore, and the U.for example), and for creating a globally - cohesive culture (in addition to this list, it also ranks on each of our national best workplaces lists in Australia, India, Ireland, Japan, Singapore, and the U.for creating a globally - cohesive culture (in addition to this list, it also ranks on each of our national best workplaces lists in Australia, India, Ireland, Japan, Singapore, and the U.K.)

Look at any great company that has been around for a long time and you will find a great culture.

Buxton says the study's results point to a need for a culture shift in organizations toward a provision for greater flexibility and a change in mentality from a focus on congratulating those who burn the candle at both ends to an appreciation of the benefits of sleep.

INNOVATING WITH PURPOSE Talent Track hosted by Cornerstone OnDemand Every business needs to take the long view when it comes to employees — and that means knowing not only what they need on Day One but also what will keep them there: a great culture, as well as opportunities for growth and for making a positive impact on the broader community and world.

One of Barclay Berdan's prescriptions for a great workplace culture in the healthcare industry sounds a lot like «an apple a day.»

- Awesome team members - Ongoing personal and professional development - Great company culture - Above average pay for retail - Great benefits - Opportunity for great bonuses - Doesn't feel like working retail - Ability to learn, grow, and develop - truly feels like you have ownership over the business and are able to contribute to the success of the Great company culture - Above average pay for retail - Great benefits - Opportunity for great bonuses - Doesn't feel like working retail - Ability to learn, grow, and develop - truly feels like you have ownership over the business and are able to contribute to the success of the Great benefits - Opportunity for great bonuses - Doesn't feel like working retail - Ability to learn, grow, and develop - truly feels like you have ownership over the business and are able to contribute to the success of the great bonuses - Doesn't feel like working retail - Ability to learn, grow, and develop - truly feels like you have ownership over the business and are able to contribute to the success of the store

What Employees Say: «Smart co-workers, great company - wide support / value for design and user research, good compensation and benefits, great company culture.

For this strategy to succeed, it is essential that you have a great corporate culture, such that your team is able to be honest about mistakes and inspired to quickly address them.»

[16:00] Pain + reflection = progress [16:30] Creating a meritocracy to draw the best out of everybody [18:30] How to raise your probability of being right [18:50] Why we are conditioned to need to be right [19:30] The neuroscience factor [19:50] The habitual and environmental factor [20:20] How to get to the other side [21:20] Great collective decision - making [21:50] The 5 things you need to be successful [21:55] Create audacious goals [22:15] Why you need problems [22:25] Diagnose the problems to determine the root causes [22:50] Determine the design for what you will do about the root causes [23:00] Decide to work with people who are strong where you are weak [23:15] Push through to results [23:20] The loop of success [24:15] Ray's new instinctual approach to failure [24:40] Tony's ritual after every event [25:30] The review that changed Ray's outlook on leadership [27:30] Creating new policies based on fairness and truth [28:00] What people are missing about Ray's culture [29:30] Creating meaningful work and meaningful relationships [30:15] The importance of radical honesty [30:50] Thoughtful disagreement [32:10] Why it was the relationships that changed Ray's life [33:10] Ray's biggest weakness and how he overcame it [34:30] The jungle metaphor [36:00] The dot collector — deciding what to listen to [40:15] The wanting of meritocratic decision - making [41:40] How to see bubbles and busts [42:40] Productivity [43:00] Where we are in the cycle [43:40] What the Fed will do [44:05] We are late in the long - term debt cycle [44:30] Long - term debt is going to be squeezing us [45:00] We have 2 economies [45:30] This year is very similar to 1937 [46:10] The top tenth of the top 1 % of wealth = bottom 90 % combined [46:25] How this creates populism [47:00] The economy for the bottom 60 % isn't growing [48:20] If you look at averages, the country is in a bind [49:10] What are the overarching principles that bind us together?

That's why building a great culture starts with intellectual clarity about what your organization stands for and why you expect to win.

Tom is also a two - time author, including How Clients Buy: A Practical Guide to Business Development for Consulting and Professional Services (2018) and Bread and Butter, a critically - acclaimed book that describes his work at Great Harvest and how he and his team created a nationally recognized corporate learning community and culture of best practices using collaborative networks.

Her workshop on «Building a High - Impact Learning Culture» rang true for our small agency, and would be of great benefit to larger businesses seeking to train and retain top talent.

For Canadian entrepreneurs seeking new opportunities, Asia is full of markets with great promise, but the complexities of Asian culture, economic infrastructure, politics, and trade logistics can be overwhelming.

In a business with a healthy Culture, you might see behaviours of Respect and Accountability, or of Reward and Recognition; in all cases like this staff want to work there and so will inevitably push harder for greater results.