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Behavior, Intent, and Remote Company Culture

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Behavior, Intent, and Remote Company Culture

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What can whales teach us about company culture? Is in-person work always better than remote work? How can you build the right culture with the right people? Learn more about behavior, intent, and culture, then get ready to reflect on your employee experience.

What can whales teach us about company culture? Is in-person work always better than remote work? How can you build the right culture with the right people? Learn more about behavior, intent, and culture, then get ready to reflect on your employee experience.

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Behavior, Intent, and Remote Company Culture

  1. 1. Behavior, Intent, and Remote Company Culture
  2. 2. • Sometimes studying animals can help us better understand humans. In this case, it's whales and culture. • Notes Shane Gero, a scientist who studies whales: "'Behavior’ is what we do, and ‘culture’ is how we do it." 2
  3. 3. • For example, most people eat using utensils. That is behavior, but whether you use forks or chopsticks is culture, which is learned from those around you. • This is what we see in whales: their offspring learn important skills and knowledge from other whales. • But there is a third, crucial factor here: intent. 3
  4. 4. • The intent of whales is certainly love, survival, reproduction, and joy. • In humans, intent is the difference between misery or fulfillment, and mistreatment or belonging, especially in the workplace. 4
  5. 5. • Culture is a buzzword for marketing a company’s appeal: “We value culture — we have a ping pong table!” or “Here at Big Industry, Inc., we treat everyone like family.” Cool! 5
  6. 6. • Meanwhile, the ping pong table collects dust while management makes their employees feel small, undervalued, or inferior. Not cool. 6
  7. 7. Culture: Remote vs. In-Person
  8. 8. 8 • A culture’s intent is formed by the people who make up that culture, and what those people truly value translates through virtual spaces, as well as physical spaces.
  9. 9. • Simply spending time together does not create a culture. • Likewise, spending time apart does not mean that culture withers. 9
  10. 10. 10 • In the worst-case scenario, sharing a space in which people are uncomfortable or stressed can exacerbate challenging situations and lead to a severe decline in employee engagement, a drop in productivity, and employee churn.
  11. 11. • In the best-case scenario, common space can be a catalyst for new and exciting opportunities as colleagues bounce ideas off each other and amplify one another's energy. 11
  12. 12. 12 • Technology enables virtually seamless collaboration, and regular online pulse checks can make it easy to keep up with the sentiment of your employees – wherever they are.
  13. 13. Show Me The Culture!
  14. 14. • Culture should never be treated like a product to be sold. It is a way for people to connect. 14
  15. 15. • When you’re interviewing for a new job, try to understand the organization’s true culture, not just the PR on the website. 15
  16. 16. • Does this company have vision and values? And do these ideas translate to day-to-day operations? 16
  17. 17. • While every company wants to look their best during the interview, take a critical approach to ensure that the culture still looks good when — and if — you decide to take the job. 17
  18. 18. • What you do and how you do it is equally as important as the meaning behind it. 18
  19. 19. • Just like with whales, whether you and your pod are into hunting stingrays or building widgets, it’s behavior and intent that build your culture organically. 19
  20. 20. • If you’re navigating questionable culture, it might be time to rock the boat, abandon ship, or chart a new course completely. 20
  21. 21. Want more? Binge watch… Read the full blog… Like some podcasts!
  22. 22. Have we met socially?
  23. 23. Thank you!

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