Sentences with phrase «of culture we want»

If you're not sure whether to give your team holiday gifts, consider what kind of culture you want to create, says Michael Alter, president of SurePayroll.

Take time to figure out how a cultural component could strengthen your business and then be thoughtful about what type of culture you want to create.

Social Media Success Policy Template The hyper - speed and incredible reach of modern social media makes for uncharted territory that many companies are still floundering with, when it comes to what can and can not be said to avoid legal liabilities, how to handle a crisis in the public eye, and standard procedures and guidelines for creating the kind of culture you want on all your social channels.

Seasoned member of our culture wanting to share with someone who likes life, and lives it with positive attitude.

Engaging in diversity training helps schools clarify the type of culture they want to maintain and better equips staff to positively contribute to the desired environment.

Having their communities or entire nations boycotted by animal advocates is precisely what abusers of animals in the name of culture want.

However, I have always wondered why these many women in law don't just start up their own firms with the kind of culture they want that will be a true competitor in the system we have?

Winning over the top talent is becoming tougher and tougher for employers, as they face fierce competition from rivals offering fancy benefits and packages; not to mention that workers are becoming more choosey about the kind of culture they want to work in and the reputation of the company.

However, knowing the type of culture you want to work in will help to narrow your search based on companies that match your needs.

Not exact matches

«The CEO wanted to have a certain culture at the company, but he had a lot of other priorities to focus on as well,» Duffin says.

Those who want to be solely individual contributors typically will not enjoy the collaborative, team - based culture of our company.»

Leaders must be positive role models and «champions» of the values and behaviors they want lived in their company's culture.

Inclusion is not about color, race and culture; it is about embracing the uniqueness of all individuals, eradicating oppression of all forms and inspiring a workforce that lines up at the door because they want to belong to an organization that believes in them.

If you believe this is a necessary part of a thriving company culture, then you might want to give gamification a try.

He taught me the importance of culture and creating an environment where people want to go to work every day.»

MedMen, the cannabis company with west coast locations from Los Angeles to Las Vegas, wants its flagship store in New York City to contribute to their larger goal of destigmatizing use and moving beyond «stoner culture.»

When I first built my company, I wanted to make sure that a culture of respect and equality permeated everything we do — and not just respect for individual differences but also for larger cultural differences.

Beth Pickens, Managing Director of Global Consumer and Retail at William Blair, explains how society has shifted from a «need culture» to a «want culture» when it comes to retail.

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

Corporate culture is a big concern for many professionals who want to ensure they have an open, positive workplace that honors the less - structured work styles of millennials.

These are things that are important to us as a culture and as a society and I only want to align myself with brands that have the same kind of cultural beliefs that I do.»

«You really need your core employees to constitute 80 % of your workforce if you want to have a real culture in your corporation,» says Funk.

As you reconnect with your roots, also consider bringing on startup veterans who want the culture of an early - stage company with the reliability of an established brand.

I've often had CEOs tell me, «I want to build a culture of innovation.

If you want to build a successful company, you need to breed a culture of success at every level.

It really is a place for creative, motivated people who want good food, good music, good culture and a lot of like - minded people.»

You can't buy culture or values, and when you have control of your company you can ensure that those things are built they want you want, to last.

The golden rule of building a happy culture with an «at your service» attitude from day one is simple: If this wasn't your company, would you want to work here?

20 percent time can act as a clear message to your employees: We believe in you, you're an integral part of our culture, and we want you to succeed and follow your passions.

If they want to learn more about the history and culture of poutine, they can do that after dinner.

«Parker didn't want some kind of big - company, corporate - type person who wouldn't fit in with the culture.

Unfortunately for Schultz, the founders of Starbucks weren't in business to change American culture and didn't want to become a cafe chain.

Then you'll want to emphasize such things as stock options and other aspects of compensation as well as location, work environment, corporate culture and opportunities for growth and advancement.

«I need to be building things to feel like I'm making a meaningful contribution, and I didn't want to sit around as some kind of wall decoration - slash - mascot for culture.»

«You don't want to have the culture of «not now,»» says Lucas, «because that will end up with women worse off than before.»

We also have an amazing company culture in that everyone gets along really well and WANTS to hang out with each other outside of the office.

I desperately wanted to find out what it was that made an organization innovative because so much of the buzz around innovation seems to simply anoint certain companies with the vision and charisma of an innovative leader or culture.

Founded in 2012, Urban and his co-founders wanted to create a culture that made employee growth — both in terms of numbers and personal development — inextricably linked with the expansion of the business.

Take time to reflect on who you are, the vibe you want to radiate, and, ultimately, the kind of culture that fits both you and your brand.

How do you have a culture of mensches where everyone just wants everyone else to succeed?

We want to be very clear that we could not be more supportive of you, the existing management team, the culture at Apple and the innovative spirit it engenders.

The industry needs more than superficial band - aids if it wants to create a genuine and sustainable culture of inclusion.

MS: There's going to be a ton of failure, so having a culture where failing is ok and even celebrated encourages people to take risks, and we want more of that.

Companies that want to stick around for the long haul need to implement a culture that provides their employees an identity worthy of ownership, a label that can be proudly worn, and an ensemble of expectations that align with desired behavior and goals.

«If you want a culture of creativity and innovation, where sensible risks are embraced on both a market and individual level, start by developing the ability of managers to cultivate an openness to vulnerability in their teams.»

If you want the benefits of this type of culture in your company, you will need to make sure your current team is prepared to handle leadership roles down the road.

But if you want a great company culture, you don't need any of those things.

«More and more women are dropping out of the corporate world owing to the non-inclusive culture and we wanted to create a difference in the scenario.

This group found it exciting to immerse into a new culture, but wanted to avoid the hassles of travel when possible.

They seem to be trying to spark a large wave of conversations about how the old «always be hustlin»» and «toe - stepping» culture — which served them well in the early days of a «winner - take-most» market — needs to be adapted to fit with where they're going and who they want to be.